· Web viewThis collective bargaining agreement (hereinafter referred to as the “Agreement”)...

REDLINED CONTRACT DRAFT SHOWING ALL CHANGES EXCEPT APPENDIX A - 10/19/16

AGREEMENTBETWEEN THE

BOARD OF EDUCATIONOF THE

CITY OF CHICAGOAND THE

CHICAGO TEACHERS UNION, LOCAL NO. 1,

AMERICAN FEDERATION OF TEACHERS, AFL-CIO

This collective bargaining agreement (hereinafter referred to as the “Agreement”) is entered into by and between the Board of Education of the City of Chicago (hereinafter referred to as the “BOARD”) and the Chicago Teachers Union, Local No. 1, American Federation of Teachers, AFL-CIO (hereinafter referred to as the “UNION”) on the [Day]24th day of October [Month] 20162 to become effective on July 1, 20152 [upon ratification by the UNION’s membership and the BOARD].

PREAMBLE – ARTICLE 1-13 (NO CHANGES)

1-14. Periods for UNION and Local School Council Business.

1-14.1. UNION Delegates. All UNION delegates shall be provided with one additional forty-minute or the length of a class period, whichever is longer, duty-free period per month during which time they shall conduct UNION business, including, but not limited to, the investigation of professional problems and grievances, development of Professional Problems Committee agendas, distribution of bona fide Union materials and maintenance of the UNION bulletin board. UNION delegates shall be permitted to combine their monthly duty-free periods to be released to attend UNION-conducted training and professional development. In addition, city-wide delegates shall be provided with two forty-minute periods each school year, one per each city-wide in-service day, during which time they shall be allowed to conduct Union business.

1-14.2. Teacher Representatives on Local School Councils. Teacher representatives on the Local School Council shall be provided with one additional forty-minute or the length of a class period, whichever is longer, duty-free period per month during which time they shall conduct Local School Council business.

ARTICLE 1-15 – ARTICLE 1-20 (NO CHANGES)

1-21. UNION Delegates. A UNION delegate is defined as a BOARD employee who is thean agent of the UNION in a school or unit, which may include a specific work location or functional division or group. In the event a school or, unit or functional division or group does not elect a UNION delegate, the UNION President shall designate a UNION delegate pro tem at the school or, unit or job location. The UNION delegate pro tem shall perform all duties of the delegate until an election is held and UNION delegate appointed.


1-22. Reproduction of Agreement. This Agreement shall be reproduced by the UNION with the cost to be shared between the BOARD and the UNION. The BOARD shall distribute the Agreement to each person who is or becomes a bargaining unit employee during its effective term. The initial delivery to the units shall be completed as soon as possible, but no later than twenty school days after the printed Agreements have been delivered to the BOARD. The UNION shall submit to the Office of Employee Engagement a list by unit number of all parcels delivered to the warehouse facility of the BOARD. Seven thousandThree thousand seven hundred fifty copies of said Agreement shall be delivered to the Office of Employee Engagement.

ARTICLE 2-1 – ARTICLE 3-9.5 (NO CHANGES)

3-10. Arbitration.

3-10.1. Permanent Panel. The parties shall establish a permanent panel of ten arbitrators to conduct hearings and to issue final and binding awards on grievances. Arbitrators shall have no jurisdiction to hear disciplinary matters except as specifically set forth in this Agreement. Arbitrators may be removed from the permanent panel by written notice from one party to the other requesting removal. Cases pending before a removed arbitrator shall not be affected. The parties shall make every effort to agree upon a substitute arbitrator. In no event may the arbitration panel be fewer than seven arbitrators. The parties will add additional arbitrators to their standing panel and explore options on how best to utilize available arbitrators.

ARTICLE 3-10.2. – 3-10.4 (NO CHANGES)

3-11. Joint Arbitration Review Committee. The parties shall establish a Joint Arbitration Review Committee to discuss possible settlement of pending arbitration cases. Either the BOARD or the UNION may submit cases for the committee’s consideration. The committee shall meet on a monthly basis.

ARTICLE 4ELEMENTARY SCHOOL

4-1. Regular School Day. The regular school day for early childhood and elementary school teachers shall not exceed seven hours with a continuous lunch period of forty-five minutes with no work responsibilities. Teachers’ lunch shall not be scheduled before the first scheduled student lunch period and shall not be scheduled after the last scheduled student lunch period. Each teacher’s day shall be comprised of no more than 296 minutes of instruction, 15 minutes of non-classroom supervision and 6460 EDITOR’S NOTE: SEE ARTICLE 19-1minutes of continuous duty-free preparation. Four days each week the teacher’s preparation time shall be self-directed; one day each week this period shall be principal-directed.

4-1 [NEW] Elementary Beginning of School Preparation Periods. The BOARD and the UNION shall consult on elementary schedules for schools that maintain the current


student instructional minutes at 360 while providing elementary teachers preparation time at the beginning of the school day.

No later than January 1, 2017, the parties shall agree on model schedules that will allow full-time elementary teachers a minimum of 15 minutes of preparation at the beginning of the school day for a minimum of 71 student attendance days (based on a 178 student attendance day school year; two per week).

Schools shall adopt a schedule in accordance with Articles 4-2 and 5-2. School must implement their first such schedule in SY2017-18 but the UNION and the BOARD shall meet and confer to determine whether some or all schools will implement by the start of the second semester in SY2016-17.

The preparation period will be self-directed.


4-5. Scheduling of Preparation Periods. Professional preparation periods shall be scheduled through Wednesday of the last week of the school year. Professional preparation periods shall be scheduled from the first instructional day of the school year through the last instructional day of the school year.

4-6. Scheduling of Library, and Physical Education and Arts Education Programs. Library, and physical education and arts education programs in all elementary schools where certificated physical education teachers, or teacher-librarians or arts teachers have been assigned shall begin no later than Wednesday of the first week of the school yearon the first day of instruction and continue through the last instructional day.


4-10. Determination of Professional Development Activities. In the spring semester of every school year, the PPLC, or in its absence the PPC, shall develop and formally present recommendations to the principal and the local school council on professional development activities for the school staff for the subsequent school year. The principal shall determine professional development activities for the subsequent school year after hearing the recommendations of and in consultation with the Professional Personnel Leadership Committee, or in its absence the PPC.


5-5. Scheduling of Preparation Periods. Professional preparation periods shall be scheduled through Wednesday from the first instructional day through the last instructional day of the school yearof the last week of the school year.


5-6. Scheduling of Library, and Physical Education Arts Education Programs. Library, and physical education and arts education programs in all middle schools shall begin on the first instructional day and continue through the last instructional day of the school year. no later than Monday of the second week following the opening of the school year unless certificated physical education teachers or teacher-librarians have not been assigned to the school.



ARTICLE 6 – ARTICLE 6-4 (NO CHANGES)

6-5. Placement of Students in Advanced Placement and Other Specialized or Leveled Classes. The student, teacher, counselor, and administrator and/or programmer shall consult with each other in placing students in advanced placement, specialized or specially leveled classes. The PPC shall discuss and advise the principal when student programming issues are reported.

6-6. World Language Classes. Separate world language classes for native speakers shall be provided where enrollment makes this possible. World language courses for native speakers and levels of world language courses (such as Honors versus Regular or Spanish I versus Spanish II) shall be considered unique lesson preparations, consistent with Article 40-6.


ARTICLE 6-8 THROUGH ARTICLE 6-9 (NO CHANGES)

6-10. Availability of Chorus and Instrumental Music and Science Rooms. The chorus room, and instrumental music rooms and science rooms shall be made available to the chorus or instrumental music teacher during his or her preparation period whenever possible.



6-14. RESERVED [delete provision]Equipment for Marketing Occupations Classes. To the extent that funds can be made available, suitable equipment shall be provided for marketing occupations classes.

ARTICLE 6-15 (NO CHANGES).

6-16. RESERVED. [Delete Provision] Teacher-Coordinator Workshops. Workshops for teachers assigned as teacher-coordinators shall be held during the school day.


6-24. Nomination and Election of Department Chairs. Principals shall solicit the input of department members prior to nominating department chairs. The principal shall nominate one or more candidate(s) in each department to serve as department chairs. If the principal nominates more than one candidate, tThe faculty members of eachin that department will conduct a secret ballot vote to elect/confirm the department chairs.


7-5. Texts, Instructional Materials and Supplies Distribution and Collection. Teacher-editions of texts, instructional materials, curriculum guides for each subject area and supplies shall be available for distribution to teachers and an assigned classroom with a teacher desk on the first day of teacher attendance of the regular school year and the summer school session. Student texts shall be distributed no later than the end of the first week of student attendance. School principals shall confer with the Professional Problems Committee on ways to expedite the distribution of texts to students. Collection and inventory of texts shall not be required before the last week of school. Teachers shall keep an accurate account of the educational equipment and materials issued to them for instruction of their classes. The principal shall consult with grade level representatives and/or department chairs (including a special education representative) and PPLC to determine the selection of texts and instructional materials. To the extent possible, each school shall ensure that staff is provided adequate and appropriate technology, current and culturally relevant curriculum guides and materials, both physical and digital copies for their classrooms. All decorations or educational items required by administration for the school classrooms shall be paid for and provided by the school administration.

7-6. Supply Money. Each Fiscal Year, the BOARD shall appropriate sufficient funds to each school or unit to reimburse teachers, counselors, clinicians and speech-language paraeducators up to $250.00 per employee for instructional supplies and materials, classroom library books and therapeutic materials purchased by them for student instruction and support. Principals and head administrators shall approve the reimbursements in accordance with the procedures developed by BOARD, and such reimbursements shall be paid by the end of the semester in which the receipts were submitted.


ARTICLE 8 (NO CHANGES)

ARTICLE 9PARAPROFESSIONAL AND SCHOOL-RELATED PERSONNEL

9-1. Work Schedule and Work Space. PSRPs are on duty seven hours and fifteen minutes each school day, exclusive of a thirty-minute lunch period. PSRPs shall be scheduled for a ten-minute relief period during the morning and a ten-minute relief period during the afternoon. PSRPs assigned to a local school site shall not be required to sign out for lunch unless they are leaving the school building. The hours of arrival and departure and lunch time are designated by the principal. In setting the starting and ending time for PSRPs, principals shall not act arbitrarily or capriciously nor shall they establish these times as a form of discipline. The BOARD shall provide adequate work space for all PSRPs, including citywide PSRPs, appropriate to their job duties. The work space shall include, at minimum, a desk, chair, access to a computer, working copiers, printers and telephones.

9-2. PSRP Professional Support and Evaluation Plan. The parties agree that the BOARD shall follow its PRSP Performance Evaluation Guidelines as customized for various employees within the bargaining unit, as it was promulgated on August 1, 2014. Employees who are rated unsatisfactory shall be afforded the remediation opportunity provided in the plan.

9-2.1. For the 2012-2013 School Year.

Performance ratings shall be distributed at the work location on or before September 30. Said performance ratings shall indicate the final grade for the performance rating period ending in June.

Whenever, in the opinion of the principal or head administrator, the service of a PSRP is considered unsatisfactory, the following procedures occur:

(a) The principal or head administrator of the school or unit notifies the PSRP in writing stating the reasons for the unsatisfactory rating and offering suggestions, resources if available and assistance to the PSRP for improving services. This notification is given to the PSRP in a private conference, and a copy of the notification is sent to the Director of Employee Engagement.

(b) If the principal or head administrator believes that the work of the PSRP is still unsatisfactory, after at least thirty school days following the issuance of the notice of unsatisfactory service, the principal or head administrator sends a letter to the Director of Employee Engagement notifying the Director of Employee Engagement of this unsatisfactory service. A copy of this letter shall be distributed to the PSRP and to the UNION by the Director of Employee Engagement.


(c) The Director of Employee Engagement shall schedule a conference with the PSRP and the principal or head administrator and shall notify the UNION of the date of the conference. At this conference, the Director of Employee Engagement and the principal or head administrator shall give positive suggestions for improvement to the PSRP. The UNION may be present at the conference.

9-2.2. For the 2013-2014 School Year and Thereafter. For the 2013-2014 school year, the BOARD will adopt a new PSRP Professional Support and Evaluation Plan to be implemented no earlier than the 2014-15 school year.


9-7. Staff Development. Staff development at the school level shall include professional learning pertinent to the work of PSRPs. The Board and the Union shall form an ad hoc committee to study and make a plan to address staff development needs of the various PSRP job titles.


9-10. Layoff and Recall. The BOARD’s ESP Layoff and Recall Policy will be applied to include criteria for determining bargaining unit employees to be laid off. Except when bargaining unit employees are laid off due to school actions, employees shall be laid off by school unit in the following manner:

The school principal or unit head shall determine the number of positions and which classification(s) within the unit shall be affected. Employees within those classifications will be laid off in the following order:

1. Employees who do not possess the highly qualified status or who do not hold necessary certifications or other qualifications;

2. Employees rated unsatisfactory (i.e., below 1.9 points on current system) in their most recent performance rating.

3. Employees rated developing (i.e., 2.0-2.6 points on the current evaluation system) in their most recent performance rating.

4. All other employees by seniority.

For purposes of this policy only, “seniority” with regard to layoff and reappointment shall mean the length of full-time accumulated service in any career service/ESP position, with such seniority accruing from the date of initial appointment to a career service/ESP position with the Board. This definition of “seniority” shall apply only to those ESP employees who are represented by a bargaining unit at the time of their layoff.

See Appendix I (this section replaced criteria for layoff in Appendix I).


Any BOARD decision to lay off or reappoint PSRPs shall be governed by the applicable provisions of Appendix I.

Notwithstanding the above paragraph, PSRPs who are assigned to schools that are subject to closing, consolidation, reconstitution or phase-out at the end of a school year and who are not reappointed prior to the first day of the work year for the following school year shall be eligible for a severance package equal to a $1,000.00 one-time payment and nine months of BOARD-paid insurance premiums for health care continuation coverage.

For the purposes of conducting a seniority analysis required under the “Policy on the Layoff, Interim Assignment and Reappointment of Educational Support Personnel Employees,” PSRPs or other employees in separate budgetary units with one principal shall be treated as being in one student attendance center.


9-16.2. Staffing. The BOARD shall employ and maintain nine hundred teacher assistants in the elementary schools and nine hundred teacher assistants in the high schools. The Chief Executive Officer shall consult and advise the President of the UNION monthly on status and progress. Teacher assistants employed in the elementary schools, high schools and vocational guidance centers shall be employed to relieve teachers of non-professional duties and clerical chores in the schools.

ARTICLE 9-16.3 – ARTICLE 11-8 (NO CHANGES)

ARTICLE 12LEGISLATIVE PARTNERSHIP

12-1. Partnership.

A joint BOARD-UNION commission shall be established in accordance with the BOARD-UNION Partnership Agreement under Section 34-3.5 of the Illinois School Code. The commission shall study, discuss, formulate and submit recommendations to the Chief Executive Officer, the BOARD of Education of the City of Chicago, and UNION President regarding a joint legislative, media, and outreach strategy to advance the shared interests of the BOARD and the UNION and facilitate the passage of legislation in furtherance of those interests, including, but not limited to, additional State funding and alternative revenue options that can be cooperatively pursued. Membership on this commission shall be limited to five individuals appointed by the BOARD and five individuals appointed by the UNION. Said limitations shall not preclude the utilization of appropriate resource personnel.

12-2. Community Schools.

As part of the partnership required by the School Code, the Board shall obtain funding from external agencies and/or in-kind donations to fund between 20 and 55 community


schools. Said funding or in-kind donations shall have a value of a minimum of $500,000 per school annually, which amounts are not to be commingled with district or school funds.

The Board and the Union agree to form a 20 person task force, with 10 persons appointed by each, to effectuate, monitor and implement the following initiatives with respect to these community schools:

o An agreed process to select the schoolso Consultation with LSC, principals and community memberso Program elements may include, without limitation:

Medical or mental health services available to the school community

The expansion of after-school programs The expansion of facility use for students or the school

community Social-emotional supports/trauma interventions Parent mentor and home visit program Restorative Justice Coordinator and professional

development for parents, students and staff Clinical services and community programming STLS coordinator, homelessness services, truancy supports,

food pantryo Coordination of City and Park District services


15-7. Use of Library Facilities. If the elementary school library facilities are to be used when the teacher-librarian is absent from the premises, guidelines for their use which are not in conflict with BOARD policy shall be established by the librarian, the principal and the Professional Problems Committee.

ARTICLE 15-8. (NO CHANGES)

15-9. Bulletins. Every effort shall be made by the CPS Department of Literacy: Libraries to send pertinent bulletins explaining library policies, practices and procedures to the teacher-librarians.

ARTICLE 15-10 - ARTICLE 16-3 (NO CHANGES)

16-4. Scheduling of Successive Classes. Wherever possible, physical education programs shall be planned to avoid frequent attire changes in successive classes. Whenever possible, principals shall seek input of the PE Department Chair on scheduling of PE classes.

ARTICLE 16-5 (NO CHANGES)


16-6. Equipment. Equipment shall be available from the supply lists or through special order for all activities in the physical education course of study. The Joint PE committee will determine which, if any, schools lack space in which to store PE equipment in a safe and secure environment and make recommendations on ways to secure equipment.

16-7. Professional Development. Professional development for physical education teachers shall be provided in city-wide or district level meetings during the school day in their subject area.

ARTICLE 16-8 – ARTICLE 17 PLAYGROUND TEACHERS (NO CHANGES)

ARTICLE 18CAREER AND TECHNICAL EDUCATION TEACHERS

18-1. Definition of Career and Technical Education. Career and Technical Education (“CTE”), formerly known as Education to Careers (“ETC”) and Practical Arts or Vocational Education (“PAVE”), refers to and includes the following approved industry and career-related programming: practical arts and vocational education, technology education, engineering, business, cooperative education, home economics and vocational education. These career pathways include the following: agriculture; horticulture; food and natural resources; architecture and construction; arts; audio and video; technology and communications; business management and administration; education and training; finance; government and public administration; health science; hospitality and tourism; human services; information technology; law; public safety; corrections and security; manufacturing; marketing; science, technology, engineering and mathematics (“STEM”); transportation; distribution and logistics as defined by the Illinois Programs of Study Guide. The parties understand that the BOARD has not and may not implement all career clusters. Career and Technical Education (“CTE”), formerly known as Education-to-Careers (“ETC”) and Practical Arts and Vocational Education (“PAVE”), are organized educational activities offering a sequence of courses that provides students with relevant technical knowledge and skills needed to prepare for further education and careers in current or emerging professions;

provides technical skill proficiency, which may include an industry- recognized credential, a certificate, or an associate degree;

includes competency-based applied learning that contributes to the academic knowledge, higher-order reasoning and problem-solving skills, work attitudes, general employability skills, technical skills, work-based learning experiences, and occupation- specific skills.

Career and Technical Education programs are organized as defined by the Illinois State Board of Education and the sixteen (16) nationally recognized Career Clusters—

Agriculture, Food & Natural Resources Architecture & Construction Arts, A/V Technology & Communications Business Management & Administration


Education & Training Finance Government & Public Administration Health Science Hospitality & Tourism Human Services Information Technology Law, Public Safety, Corrections & Security Manufacturing Marketing Science, Technology, Engineering & Mathematics (STEM) Transportation, Distribution & Logistics

18-2. Advance Step or Lane Placement.

18-2.1. Prior Work Experience Following Receipt of Bachelor’s Degree. A teacher of drafting, industrial arts or unit shop subjects shall be allowed credit for salary step placement up to and including the third step for service and experience as a registered architect, registered professional engineer or drafter senior level or above, journey-level crafts worker qualified through completion of a registered apprenticeship program or industrial experience at the technician level or above in the areas to be taught in the industrial education curriculum, gained through full-time employment in a position satisfactory to the Chief Executive Officer, provided that such service and experience occurred subsequent to receiving a bachelor’s degree from an accredited college or university.

18-2.2. Prior Work Experience With Trade Certificate. A Career and Technical Education teacher with an Illinois State Board of Education Professional Educator License (PEL) with an endorsement in Career and Technical Education, or an Educator License with Stipulations – Career and Technical Educator (ELS(CTE)), or an Educator License with Stipulations – Provisional Career and Technical Educator (ELS(CTEP)) of drafting or shop with a trade certificate shall be allowed credit for salary step placement up to and including the third step for full-time service and experience gained through non-educational industry related employment as a registered architect, registered professional engineer or drafter senior level or above, journey-level crafts worker qualified through completion of a registered apprenticeship program or industrial experience at the technician level or above in the occupation for which certification is used, in a position satisfactory to the Chief Executive Officer.

18-2.3. Lane Placement with Trade Certificate. The present practice of lane placement of teachers employed under a trade certificate will continue.

18-3. Programming. CTE teachers on regular day programs shall not have more than twenty-five teaching periods. CTE teachers on an extended day program shall have no more than thirty teaching periods. A full day program for CTE teachers shall be scheduled for 5x classes up to 20x classes based on curriculum and industry standards. A full day program for CTE teachers assigned to freshman and sophomore classes shall


be programmed for 5x classes or 10x classes. Where administratively possible, no more than one class should be programmed for any CTE area at any given time. CTE teachers on regular day programs shall not have more than twenty-five teaching periods per week. CTE teachers on an extended day program shall have no more than thirty teaching periods week. The length of classes shall vary from one period to four periods not to exceed twenty-five periods per week or thirty periods per week for extended day programs.

Where administratively possible, no more than one class should be programmed for any CTE area at any given time. The principal shall consult with the CTE department chairperson and CTE teachers in connection with programming. Each CTE teacher, in conjunction with the school counselor and programmer, shall develop a student roster for the next school year. Student participation in CTE programs is to be based on the student CTE high school entrance application and/or student interest activities. Prior to March 1, each department chairperson shall submit written recommendations to the principal or the principal’s designee concerning the programming of CTE for the following school year.


18-8.2. Exclusion. Upon receipt of written directions from the principal or the principal’s designee as to where the student is to be sent, the student may be excluded from that home economics laboratory or shop classCTE related shop or laboratory environment.

ARTICLE 18-8.3 (NO CHANGES)

18-9. Coordinators of Marketing Occupations. Newly assigned teacher coordinators of marketing occupations shall be certified business education teachers.

Cooperative Education must be taught by Cooperative Education teachers in approved Career and Technical Education programs authorized by the Office College and Career Success.

All teacher-coordinators for Cooperative Education programs are required to have a valid Illinois Career and Technical Education educator license, 6 semester hours in Administration and Organization of cooperative education, and 2,000 hours of paid work experience.

Special needs teacher-coordinators of Cooperative Education programs such as Work Experience and Career Exploration program (WECEP), Early School Leaver, and Secondary Transition Education Program (STEP) shall have a valid Illinois educator certificate, 6 semester hours in Administration and Organization of cooperative education, and 2,000 hours of paid work experience.

o Credentials for all Cooperative Education teachers will be reviewed and approved by the Career and Technical Education in accordance with rules set by the Illinois State Board of Education as outlined in the State of Illinois Cooperative Education Handbook dated June 2009.


18-10. RESERVED Coordinators of Home Economics. Newly assigned teacher coordinators of home economics related occupations shall be certified teachers on a BOARD homemaking arts certificate.


18-16. Extended Day for Cooperative Education Teachers. Cooperative Education Teachers in approved Career and Technical Education programs authorized by the Office of College and Career Success working outside the contractual day to conduct workplace observations shall be paid their base salary plus twenty percent of their base salary. Funding is to be covered by the school.Industrial cooperative education teachers on an extended day carrying a one-half program shall teach five periods per day and may have a division. The balance of their day shall be devoted to coordination. Industrial cooperative education teachers on an extended day carrying a full program shall teach four periods per day and may have a division. The balance of their day shall be devoted to coordination.

18-17. Cooperative Work Training Teachers. Twenty days past the second semester, Career and Technical Education or the Office of College and Career Success shall deliver to the principal, or the principal’s designee, those students identified as eligible to participate in Cooperative Education for the next school year. The teacher shall develop a student roster from the eligibility list. Each cooperative work training teacher shall have telephone service available when necessary to contact employers concerning job opportunities for students enrolled in the cooperative work training program.Each cooperative work training teacher, in conjunction with the school programmer, shall develop a student roster for the next school year and interview each student listed on said roster by the end of the first week in June. Each cooperative work training teacher shall have telephone service available when necessary to contact employers concerning job opportunities for students enrolled in the cooperative work training program. Cooperative work training teachers on an extended day carrying a one-half program shall teach no more than five periods per day and may have a division. The balance of their day shall be devoted to coordination. Cooperative work training teachers on an extended day carrying a full program shall teach no more than four periods per day and may have a division. The balance of their day shall be devoted to coordination.

18-18. NEW

Career and Technical Education Teachers in approved Career and Technical Education programs teaching 6 periods per day shall be paid their base salary plus twenty percent of their base salary. Funding is to be covered by the school.

CTE programs opened by a school with the support of Career and Technical Education must remain in effect for a minimum of 5 school years before consideration to close the program is considered, except for financial reasons.


School Administrators shall consult with the school LSC prior to closing a CTE program. CTE programs shall not be closed or removed from schools without prior approval of the Chief Officer of College and Career Success or designee. The Chief Officer of College and Career Success or designee shall advise and consult with the Union prior to approving the closure of a CTE program.

ARTICLE 19ACADEMIC CALENDAR

19-1. Professional Development Days. The BOARD shall provide bargaining unit employees with ten paid professional development days per year, which shall be scheduled during or contiguous with the school year. The BOARD may schedule professional development days in full or half-day increments. Principal-directed professional development days shall be aligned to the Learning Forward Professional Learning Standards (including time for active engagement, collaborative cultures, whole school, team collaboration, and/or individual based learning, etc.) Teachers shall have a duty-free lunch period on professional development days.

The following Professional Development days shall be designated as teacher-directed: the first Friday of Teacher Attendance; the third quarter professional development day, and the professional development day following the last day of student attendance. All other professional development days, including flex days, shall be fully principal-directed.


ARTICLE [NEW]Itinerant Teachers

[NEW] The regular school day for Deaf and Hard of Hearing Itinerants, Assistive Technology Itinerants, Augmentative Communication Itinerants, Early Childhood SPED Itinerant teachers, Home/Hospital Teachers, and itinerant teachers of the Visually Impaired shall be seven hours, with start and stop times aligned to the schools they are assigned to, with a continuous duty-free lunch period of 45 minutes and a 60 minute preparation period daily, and four days of self-directed and one day of principal or clinician manager directed time per week.

[NEW] To the extent possible, the Board shall assign itinerant teachers within a designated geographic area.

[NEW] School administrators shall provide itinerant teachers working in their schools a secure location to store their belongings while they are in the building.


ARTICLE 20. CLINICIANS


20-1.4. Content of Professional Development. The BOARD shall provide relevant professional development to clinicians to promote positive student and school outcomes. Professional development shall include, but not be limited to, training on new BOARD-managed initiatives and changes to IMPACT and other BOARD hardware and software computer applications. The BOARD shall survey clinicians’ professional development needs annually. All clinicians shall receive training for all computer programs required to complete their work.

ARTICLE 20-1.5 – 20-1.6 (NO CHANGES)

20-1.7. Work Space and Equipment for Clinicians. Clinicians shall be provided with appropriate work space to include a desk, chair and testing tables; a computer; a locking file cabinet with a key; direct access to working copiers, printers and telephones for follow up calls; testing environments that are heated and well ventilated; and necessary supplies, including file folders, paper clips and envelopes to store professional protocols. The Office of Diverse Learner Supports and Services shall inform principals annually at the beginning of the year about clinician work space needs in writing. A copy of this written transmission shall be submitted to the City-Wide Professional Problems Committee at the first meeting. Work space allocated to clinicians shall provide appropriate privacy for the administration of tests (in accordance with CPS-allocated test requirements and state and national standards) and confidential discussions and shall be as free from noise and interruption as the educational program and the school facility permits. The Office of Diverse Learner Supports and Services shall conduct a survey to be distributed to clinicians before the end of September each school year to ascertain whether the work space conditions are adequate as defined in this article. A process to remediate the situation shall be determined by the Clinician Professional Problems Committee with the Office of Labor Relations and the administrators of Office of Diverse Learners Services and Supports.

20-1.8. Filling Vacancies. Vacancies in clinician positions shall be filled based upon city-wide needs. First consideration for such vacancies shall be given to those clinicians who have expressed a desire to transfer. Experience shall be a consideration. The final decision as to the transfer shall be made by the Office of Diverse Learner Supports and Services, unless the duties of the position are performed at a single attendance center, in which case the final decision as to transfer shall be made by the receiving school principal.

[NEW] The Board and the Union recognize that clinicians are licensed by the state and must abide by state and federal laws and regulations. The Board will not take any action to jeopardize the professional licensure of clinicians.

ARTICLE 20-1.9 – ARTICLE 20-1.11 (NO CHANGES)


20-2. Counselors.

By no later than the start of the 2017-18 school year, the Board shall no longer require school counselors, clinicians and special educators to perform case management responsibilities for IEPs . The Board and Union shall form a committee to recommend to the CEO how to implement this provision.

20-2.1. – ARTICLE 20-2.1(b) (NO CHANGES)

20-2.2. Professional Orientation and Staff Development. A professional orientation meeting for counselors shall be held once each year during the regular school day. The BOARD shall also conduct one annual staff development workshop for counselors to review the duties and responsibilities of counselors. School administrators shall schedule beginning of the year activities requiring counselor involvement so that said activities do not prevent counselors from attending beginning of the school year all staff orientation and professional development. The BOARD shall provide counselors with additional release time for professional development specific to counseling during the school day and year.

ARTICLE 20-2.3. – ARTICLE 20-2.5 (NO CHANGES)

20-2.6. Counselor Duties. In programming and directing the work of a counselor, a principal shall endeavor to assign duties to the counselor that are consistent with the recommendations of the American School Counselor Association or other recognized organizations, except when such recommendations are inconsistent with the responsibilities expected of all faculty members or BOARD or local school level administrative and educational requirements. Disagreements over this Section shall be resolved by the counselor, the principal and the Professional Problems Committee.


20-5.2. Protocols and Supplies. The BOARD shall provide to speech language pathologists and speech language pathologist paraprofessionals all clinicians the number of protocols in proportion to the number of students and schools that they are assigned to service. The BOARD shall make those protocols and supplies available for distribution to speech language pathologists and speech language pathologist paraprofessionalsall clinicians on the first day of attendance for clinicians.


20-6.7. Missed Lunch. Licensed Practical Nurses and Health Service Nurses who work through their regularly scheduled lunch period shall be permitted to schedule it at another time during the day, including at the end of the day.


21-5. Development of Individualized Education Program. The educational and extracurricular program of a student with disabilities shall be developed by the


Individualized Education Program team in accordance with the student’s Individualized Education Program. The IEP team shall make least restrictive environment (LRE) decisions based on the students’ strengths and needs.

21-6. Meetings Among CliniciansRelated Services Personnel. Related services personnel Clinicians (e.g., school psychologists, school social workers, speech language pathologists, school nurses, physical therapists, occupational therapists and/or other district resource personnel) shall be provided time to meet periodicallyevery other week with special education teachers during the school day during their a principal-directed preparation periods to discuss matters of professional interestfor consultation regarding their students. Related services personnelClinicians shall arrange conferences periodically with the teachers of students with disabilities during the school day at times, if possible, when students are not scheduled for their classrooms.

21-7. In-Service Meetings. One full-day or two half-day in-service meetings per year for all special education teachers shall be scheduled on professional development days. Such meetings shall be held on an area, district, assignment or similar basis to discuss educational, medical and other topics related to their assignments. After consultation with and consent of the school principals, special education teachers may elect between district-wide or locally provided PD when they are offered on the same day.


21-12. Faculty Meetings. The principal and special education teacher, including the department chair if any, shall adopt a reasonable schedule for department or grade level faculty meetings to ensure the special education teacher is able to maintain an equitable distribution of resources across such departments or grade levels and to minimize any undue burden on the special education teacher. After consultation with and with the consent of the school principal, special education teachers may elect to collaborate with other special education teachers or clinicians during weekly grade-level meetings.

21-13. Work Load for Special Educators and PSRPs.

21-13.1. Development of Work Load Plan. In accordance with Sections 226.730 and 226.735 of the Illinois State Board of Education Rules and Regulations, as they read on June 30, 2015, the BOARD shall develop, in cooperation with the UNION, a plan specifying limits on the work load of its special education teachers to ensure that all services required under the students’ Individualized Educational Programs, as well as all needed ancillary and support services, will be provided at the requisite level of intensity. This plan shall include a procedure for special education teachers to report when they believe their work loads do not comply with the plan and shall contain a method for expeditiously and efficiently resolving any non-compliance. By January 1, 2013, through the parties’ Special Education and Case Management Committee, the parties shall review and assess the plan as required by this Section, and the plan shall be amended as necessary or appropriate based on the review and assessment of such committee.


ARTICLE 21-13.2. – ARTICLE 21-16 (NO CHANGES)

21-17. American Sign Language Interpreters. In schools with students with disabilities whose Individualized Education Programs require American Sign Language interpreters, one staff member who is able to communicate with such students shall be designated to remain in the school until such students have been released for the day. Hours worked beyond the regular work day shall be compensated at the hourly rate of pay. The regular day for sign language interpreters shall be seven hours and forty-five minutes with a continuous duty-free lunch period and no work responsibilities. Each interpreter’s school day shall include 45 minutes of continuous duty-free preparation time. Four days each week, the interpreter’s preparation time shall be self-directed. On day each week this period shall be directed by the principals or the interpreter supervisor for interpreter related preparation or duties, e.g., IEP meetings and/or collaboration with the IEP team.

[ NEW] School principals or their designees shall consult with Special Education teachers on case load development.

[NEW] Special Education Student Ratio: When a student’s IEP calls for services in a general education classroom, the student must be served in a class that is composed of student s of whom at least 70 percent are without IEPs, that utilizes the general curriculum, that is taught by an instructor certified for general education, and t h at is not designated as a general remedial classroom. In the even t the state modifies 23 Illinois Administrative Code Section 226.730, the parties shall engage in impact bargaining.

ARTICLE 22 – ARTICLE 23-2.2 (NO CHANGES)

23-3. Probationary Appointed Teacher. A probationary appointed teacher (“PAT”) is a full-time certified teacher who is in the process of completing the probationary period defined in Section 34-84 of the Illinois School Code.

[Need to add language to reflect agreement to permit PAT who becomes part-time to resume tenure track upon reappointment if continuously employed]

ARTICLE 23-3.1 ARTICLE 23-3.2 ( NO CHANGES)

23-3.3. Renewal or Non-Renewal. The BOARD may non-renew a PAT for the following school year and dismiss the PAT at the end of the current school year as provided in this Section, Article 39 and the teacher evaluation plan. If a PAT’s performance for the school year is rated as “excellent” or “proficient,” the PAT shall be renewed for the following school year, but such renewal shall not be a guarantee of employment for the following school year. In the event a PAT’s rating is projected to be less than “proficient” and the PAT is recommended for non-renewal for the following school year, the BOARD shall provide the PAT with written notice in private by May 10 June 1 of the current school year. A PAT whose final rating is less than “proficient” shall be afforded the opportunity to submit a resignation within ten days of receipt of the rating or projected rating, and the resignation will be effective no earlier than the end of the school year. If the PAT resigns, the BOARD agrees to maintain the PAT’s health


insurance coverage through August. Any notice of non-renewal shall provide the reason(s) for the non-renewal. PATs who are non-renewed are eligible to apply for open teaching positions.


23-6.5. Retired Teachers. The BOARD may employ and assign retired teachers as day-to-day substitutes for no more than one hundred school days during the school year and shall pay such teachers the rate paid to day-to-day substitutes. The BOARD shall compensate such retired teachers in accordance with Appendix A-1L. Such retired teachers shall not be eligible for any other benefits provided to bargaining unit employees under this Agreement. The BOARD agrees that the employment and assignment of retired teachers shall not result in the displacement of any appointed or assigned teacher.

[NEW] Provisional Cadre Substitutes. A provisional cadre substitute is a teacher with day-to-day substitute teacher credentials who is employed on a school year basis and who is assigned to work only on student attendance days. A principal may permit a Provisional Cadre Substitute Teacher to work on professional development and report card pick-up days, provided that the local school pays for the cost of such services. A provisional cadre substitute who obtains a full teacher licensure shall be reclassified as a Cadre substitute teacher.


ARTICLE 27CLASS COVERAGE

27-1. Day-to-Day Substitutes.

27-1.1. Staffing. The BOARD shall hire and maintain additionalsufficient day-to-day substitutes in addition to the nine hundred previously agreed upon to cover the classes of absent teachers so that educational programs in elementary schools, middle schools, education and vocational guidance centers and high schools shall not be curtailed. In removing the ceiling heretofore in effect, it is agreed that the BOARD will diligently utilize all possible means to hire and assign up to three hundred of such additional substitutes.


27-2. Cadre.

27-2.1. Establishment of Cadre and Assignments of Cadre Substitutes. Effective July 1 of each year, the BOARD shall establish a Cadre to which it will select and assign Cadre substitutes for each school year to cover the classes of absent teachers in the early childhood centers, elementary schools, middle schools, upper grade centers and high schools. On all student attendance days through November 1, when the number of teachers absent is less than three hundred, the remaining Cadre substitutes shall be sent to those schools which the BOARD identifies as having the greatest instructional


needs. On all student attendance days after November 1, when the number of teachers absent is less than three hundred, the remaining Cadre substitutes shall be sent to the schools which the BOARD identifies as having the greatest instructional needs. Cadre substitutes may be deployed on a day-to-day basis or may be assigned to a particular school to provide daily substitute services.

27-2.2. Employment Criteria. The Talent Office shall establish criteria to be used in the selection and retention of Cadre and Provisional Cadre substitutes. The Cadre and Provisional Cadre substitutes selected by the BOARD shall be employed on all student attendance days during the time they are assigned to the Cadre other than on the final day of the school year. Said Cadre and Provisional Cadre substitutes shall be continuously available to perform substitute service. Further, they shall accept all assignments in any and every school.

ARTICLE 27-2.3. (NO CHANGES)

27-2.4. Staffing Recruitment of Cadres and Provisional Cadre Substitutes . The number of Cadre substitutes shall not fall below nine hundred. Every effort shall be made to recruit Cadre substitutes who meet the needs of students who are English Language Learners. The Board shall recruit and maintain a pool of Cadre and Provisional Cadre Substitutes which, in combination with the Day-to-day Substitute Pool, is sufficient to cover the classes of absent teachers. These efforts shall include recruiting candidates for Cadre or Provisional Cadre Substitutes from:

(1) the Teacher Quality Pool;

(2) displaced, laid off, honorably terminated and non-renewed tenured and probationary teachers;

(3) existing day-to-day substitutes;

(4) student teachers; and

(5) qualified external applicants.


[NEW] Notice to Potential Cadre and Provisional Cadre Substitutes. If the BOARD does not have a sufficient number of Cadres and Provisional Cadres under Article 27-2.4, the BOARD will notify individuals of an opportunity to join the Cadre and Provisional Cadre as follows:

(1) Individuals in the Teacher Quality Pool at least once prior to the start of each school year and once after 20th day staff reductions;

(2) Day-to-Day Substitutes at least once prior to the start of each school year and again if they are still not employed after the 20th day staff reductions;


(3) Individuals in the Cadre at or near the conclusion of their Cadre service;

(4) Non-renewed PATs immediately upon or immediately after their non-renewal;

(5) Displaced or honorably terminated teachers upon displacement or honorable termination.

[NEW] Class Coverage List. At the beginning of each school year, and as necessary thereafter, the school principal or his/her designee, in consultation with the PPC, shall create and post an ordered list of emergency class coverage for classroom and special program teachers, under which they shall be assigned coverage on a rotating basis.

[NEW] No substitute teacher shall be penalized for time errors generated by the BOARD’s substitute staffing system (currently AESOP). The BOARD shall report school start times accurately on the substitute staffing system.

ARTICLE 27-3 – ARTICLE 28-3 NO CHANGES

28-4. Class Size Supervisory Committee. A joint BOARD-UNION Class Size Supervisory Committee shall be established to oversee the class size monitoring panels and to resolve matters brought to the Class Size Supervisory Committee by the panels. The BOARD agrees to commit $500,000 each Fiscal Year to fund the costs associated with implementing the Class Size Supervisory Committee’s recommendations that are adopted by the BOARD and the UNION, which shall be used to reduce class size by at least one student in identified kindergarten and first grade classes in neighborhood elementary schools.

Support for Over-enrolled K to 2 Classes. Article 28-4 shall be replaced as follows: Effective second semester school year 2016-17 and each school year thereafter a teacher assistant or instructor assistant will be assigned to kindergarten to second grade classrooms that have 32 or more students enrolled on 10th day. The teacher assistant or instructor assistant shall assist in core instruction and may be shared with more than one classroom, provided the assistant is present for all instruction. The Board will implement this provision for the second semester of the 2016-17 school year.

28-4 Class Size Supervisory Committee

Increase funding to $7 million each fiscal year of the Agreement (comprised of new $1 million budget, plus $6 million district contribution for over-enrolled kindergarten to 2nd

grade classes).

ARTICLE 29 – ARTICLE 30-1.1. (NO CHANGES)


30-1.2. Completion of Uniform Student Discipline Referral Form or Alternative Platform for Referring Students. Whenever a student is excluded from class, the teacher will confer with the principal, or the principal’s designee, to provide the necessary information concerning the student and shall provide a complete written statement of the problem within twenty-four hours, which shall be via the uniform student discipline referral form or alternative platform for referring students. Said written statement via the discipline referral form or alternative platform for referring students shall include a summary of any informational background or prior action taken by the teacher relative to the student’s behavioral problems.

ARTICLE 30-1.3 – ARTICLE 31-3. (NO CHANGES)

31-4. Health Care Plan. The BOARD and the UNION agree to direct the LMCC to evaluate and initiate changes to the current Health Care Plan (the “Plan”) effective June 30, 2013 and thereafter in areas that will facilitate the shift to a preventive health care model and will result in design improvements, cost containment or savings, including but not limited to the following areas: • Expanded Disease Management Program• HRA and Bio-metric Screening• Health Fairs• Weight Management Program• Imaging Review ServiceUtilization Management• Subscriber Share for Hospital Bills and Co-insurance• Exclusion for Self-Inflicted Injuries.• Open enrollment: Comprehensive Communication and Outreach Strategies.• Prescription Coverage.• Vendor Performance Management.

ARTICLE 32 HEALTH CARE BENEFITS PROGRAM

32-1. Health Benefits Provided. Except as provided for in Appendix B, the BOARD shall provide for each full-time teacher or other bargaining unit employee medical and health care benefits, including an indemnity/preferred provider option (PPO) plan and an alternative medical pre-paid group health plan.

32-1.1. Health Benefits During Leave. The BOARD shall provide the applicable coverage for teachers and other bargaining unit employees granted a leave for illness under the provisions of Board Rule 4-12 or 4-13 and other bargaining unit employees on leave for ordinary or duty disability. Continued coverage for appointed teachers and PSRPs shall not exceed twenty-five school months. Continued coverage for TATs shall not exceed five school months unless extended, provided, however, that all coverage shall terminate at the end of June with the close of school. Such continued coverage is subject to the provisions of Appendix B.


A. The BOARD shall provide the applicable coverage for teachers and other bargaining unit employees granted a leave for illness in the family under the applicable provisions of Board Rule 4-12 which restricts the duration of said leave to five school months without extension. Such continued coverage is subject to the provisions of Appendix B.

B. The BOARD shall provide the applicable coverage for teachers and other bargaining unit employees granted a Parental Leave of absence under Article 33-7.1 or Board Rule 4-12 for a maximum of five calendar months. Such continued coverage is subject to the provisions of Appendix B.

C. The BOARD agrees to pursue with its insurance carrier the procedures for the implementation of a program wherein Blue Shield benefit applications that are denied in whole or in part by Blue Shield shall automatically be referred to Major Medical for consideration for reimbursement under the provisions of Major Medical coverage.

D. The BOARD further agrees to implement this program as soon as said procedures are finalized, but no later than February 1, 1980.

C. The BOARD shall provide medical, prescription drug, mental health, dental and vision benefits, flexible spending accounts, life and personal accident insurance and a savings and retirement program as set forth in the summary of the plan design attached hereto as Appendix E, subject to the terms of this Agreement.

32-1.2. The BOARD agrees to pursue with its insurance carrier the procedures for the implementation of a program wherein Blue Shield benefit applications that are denied in whole or in part by Blue Shield shall automatically be referred to Major Medical for consideration for reimbursement under the provisions of Major Medical coverage. The BOARD further agrees to implement this program as soon as said procedures are finalized, but no later than February 1, 1980.

The BOARD shall provide medical, prescription drug, mental health, dental and vision benefits, flexible spending accounts, life and personal accident insurance and a savings and retirement program as set forth in the summary description attached hereto as Appendix E, subject to the terms of this Agreement.

32-1.3. Mammography Coverage. All employee health plans shall include coverage for annual physicals and routine and diagnostic mammography in accordance with the American Cancer Society guidelines Affordable Care Act. This coverage shall not require payment of a deductible.

32-1.4. Infertility Coverage. The BOARD shall provide benefits in connection with the diagnosis and/or treatment of infertility which are in conformance with guidelines of the American College of Obstetrics and Gynecology or in accordance with the Standards of the American Society of Reproductive Medicine.

http://contract.ctunet.com/article:800


32-2. Change of Insurance Carriers. In consultation with the LMCC, the Board will conduct an RFP process for Insurance Carriers for the Benefit Plans Described herein and in Appendixes B and E for implementation on January 1, 2017. Thereafter, Tthe BOARD may change insurance carriers, Health Maintenance Organizations or administrators or self-insure all or any part of the coverage provided for herein if such change does not reduce the level of benefits, and provided any such change is in conformity with the following:

REMAINDER OF ARTICLE 32-2 – ARTICLE 32-4 (NO CHANGES)

32-5. Civil Unions and Qualified Domestic Partners. Partners in a civil union or qualified domestic partners of bargaining unit employees who were designated as qualified domestic partners prior to February 1, 2016 are entitled to the same benefits as are available to the spouses of bargaining unit employees.

Partners in a civil union or qualified domestic partners of bargaining unit employees are entitled to the same benefits as are available to the spouses of bargaining unit employees.

To be eligible for coverage as qualified domestic partners, bargaining unit employees must complete and file with the BOARD an affidavit of domestic partnership in which they attest as follows:

A. they are each other’s sole domestic partner, responsible for each other’s common welfare; and

B. neither party is married; and

C. the partners are not related by blood closer than would bar marriage in the State of Illinois; and

D. each partner is the same sex and resides at the same residence; and

E. two of the following four conditions exist for the partners:

i. the partners have been residing together for at least twelve months prior to filing the affidavit of domestic partnership.

ii. the partners have common or joint ownership of a residence.

iii. the partners have at least two of the following arrangements:

a. joint ownership of a motor vehicle;

b. a joint credit account;

c. a joint checking account;

d. a lease for a residence identifying both domestic partners as tenants.


iv. the bargaining unit employee declares that the domestic partner is identified as a primary beneficiary in the bargaining unit employee’s will.

Any change in the circumstances which have been attested to in the documents qualifying an individual as a domestic partner must be provided to the BOARD within sixty days of said change.

A minimum of twelve months must elapse before a bargaining unit employee may designate a new domestic partner.


ARTICLE 36SALARIES AND OTHER COMPENSATION

36-1. Salaries, Compensation and Remuneration Provisions. The annual salaries of all bargaining unit employees and all other provisions governing compensation and remuneration are set forth in the salary schedules and provisions attached hereto as Appendix A. Such salary schedules and provisions contained in Appendix A are hereby made a part of this Agreement.

Salary schedules will receive a cost of living adjustment in the following percentages on July 1st of the corresponding fiscal year:

Fiscal Year COLA Lane and Steps2016 0% None2017 0% Effective July 1, 2016, teachers and

PSRPs shall be restored to the appropriate step and lane reflecting their years of service and education (back pay to 7/1/16).

2018 2% Yes2019 2.5% Yes

Teachers and PSRPs hired on or after January 1, 2017 will not receive pension pick-up.

Salary schedules for teachers and PSRPs hired on or after January 1, 2017 shall be created which shall phase-in increases to base salary over current base salary of 3.5% effective January and an additional 3.5% effective July 1, 2017.All bargaining unit employees hired on or before December 31, 2016 shall maintain the pension pick-up without change per the predecessor agreement.

[NEW] The parties will meet to develop a full description of step and lane advancement to be added to the Agreement.

Article 36-2 – 36-4.2. (NO CHANGES)


36-4.3. Indemnification. The BOARD does not warrant that the payments made by the BOARD for the employees as set forth above are permissible prior to January 1, 1982, or that any of such payments are excludable from the employees’ gross wages, and as such, the UNION and each individual bargaining unit employee shall and does hereby agree to indemnify and hold harmless the BOARD and its members, officers, agents and employees from and against any and all claims, or liability by reason of payments of said contributions to the Public School Teachers’ Pension and Retirement Fund of Chicago and the Municipal Employees’, Officers’ and Officials’ Annuity and Benefit Fund made pursuant to the provisions of this Article. This pension pick up will not constitute a continuing element of compensation or benefit beyond Fiscal Year 2015 or 2016 should this Agreement be extended for one year.

36-4.4. Subjects of Negotiations for Future Years. All terms and conditions of employment for future years, including without limitations, salaries, benefits and pension pick up, are the subject of negotiation for those years.

ARTICLE 36-5 – ARTICLE 36-6.6. (NO CHANGES)

36-7. PSRP Bonus. In each year of this Agreement, the BOARD shall make a $250.00 one-time payment on the payroll date prior to spring recess to those PSRPs who are actively employed by the BOARD on that payroll date. The payment shall not be added to the salary schedule, but shall be pensionable.Effective February 1, 2016, the PSRP bonus shall be eliminated and effective July 1, 2016 $200 shall be added to PSRPs’ base salary.


36-11.2. Instructional Rate of Pay. Any bargaining unit employee employed in an after-school program in an instructional capacity shall be compensated at the rate of $43.78 for the 2012-2013 school year, $44.65 for the 2013-2014 school year and $45.54 for the 2014-2015 school year. Such compensation shall not be subject to pension pick up. For purposes of this Section, the term “instructional” shall be defined as teaching activities in a core content area, which requires certification in the content area to conduct required assessments and instruction. Core content area means mathematics, reading/literacy and science. Examples of instructional activities include enrichment academies, AIM High Tutoring and Step Up to K and 3rd Grade.

Teacher Retirement Program. Article 36 shall be amended as follows: [NEW] CPS will offer an early retirement incentive to teachers who are eligible to retire and who submit their retirement notice on or before March 31, 2017 with an effective retirement date of June 30, 2017 provided that a minimum of 1500 teachers who are currently eligible to retire participate. The incentive program will be a one-time non-pensionable lump sum bonus payment equal to the teachers years of CPS service (not including fractions of years), times $1500, payable by December 31, 2017. If the minimum isn’t met, the teacher will be allowed to rescind the retirement notice.

PSRP Voluntary Separation Program. Article 36 shall be amended as follows: CPS will offer a voluntary separation incentive to PSRPs who have 10 years of CPS service and who


submit their resignation notice on or before March 31, 2017 with an effective retirement date of June 30, 2017 provided that a minimum of 600 PSRPs who are currently eligible to participate. The incentive program will be a one-time non-pensionable lump sum bonus payment equal to the PSRP's years of CPS service (not including fractions of years), times $750, payable by December 31, 2017. If the minimum isn’t met, the PSRP will be allowed to rescind the retirement notice.


37-4. Unused Sick Day Banks Earned Prior to July 1, 2012. Bargaining unit employees shall retain any bank of unused sick days that the bargaining unit employee accumulated prior to July 1, 2012 in a “retained sick day bank.” Employees may use days from their retained sick day bank for the purposes set forth in Article 37-3. Up to 325 retained sick days earned from BOARD employment prior to July 1, 2012 and left unused in the retained sick day bank at the employee’s resignation, retirement or death shall be paid out at the employee’s rate of pay at the time of the employee’s separation based on the following qualifying events and in the following percentages:

Qualifying Event Percentage of AccumulatedSick Leave To Be Paid Out

Resignation or retirement with 33.95 or more years of service

100%

Resignation or retirement with at least 20 but less than 33.95 years of service

90%

Resignation or retirement at age 65 with less than 20 years of service

85%

Employee’s Death 100%

Payout of Sick Leave. An employee who qualifies for a payout pursuant to this Article based upon his/her age and/or years of service and who is laid off shall be afforded a period of twelve (12) months from the date of his/her layoff, or last day in the Reassigned Teacher Pool (whichever is later) to a resignation or retirement in order to qualify a payout.


ARTICLE 39TEACHER EVALUATION

39-1. Evaluation Plan and Procedures.

(Changes Effective for the 20 16-17 school year and thereafter)


Incorporate Clinician plan. Eliminate reference to 3-29-2012 Plan The Board will not use school-wide value added growth measure as a

component of student growth in an individual teacher’s evaluation. The Board shall share with the CTU members of the Joint Committee a

draft of the REACH handbook no later than June 30 th of each year and the Board and CTU members of Joint Committee shall try to reach consensus on the language before the Board publishes the handbook on or about August 1 st .

ARTICLE 39-1 A – E (NO CHANGES)

39-1.1. Orientation.

Teachers shall be provided with an orientation session on the teacher evaluation plan during the first week of the school year prior to student attendance, but not later than the 20th day of student attendance, unless they are hired or transferred to the school after the 20th day. Teachers shall be provided copies, which may be in electronic form, of the teacher evaluation plan. Teachers hired after the first week of the school year shall be provided with said orientation within the first week after their hiring and a copy of the teacher evaluation plan shall be provided to every teacher. The Joint Committee shall review and determine orientation materials and programs for the 2013-2014 school year and thereafter.

REACH Teacher Evaluation. Article 39-1 [NEW] The Joint Evaluation Committee shall retain a mutually agreed expert, no later than April 1, 2017, to assist it in studying the REACH evaluation system and to provide recommendations to mitigate or eliminate any disproportionate impacts of the observation or student growth measures.

39-2. Evaluation Plan and Procedures.

39-2.1. Evaluation Plan. Each teacher shall be evaluated annually or biennially as “excellent,” “proficient,” “developing” (state law equivalent is “need improvement”) or “unsatisfactory” by a qualified evaluator in accordance with this Article and the teacher evaluation plan. A teacher who receives two consecutive summative developing ratings shall be rated unsatisfactory if, in the second year, either his or her teacher practice rating or his or her overall rating does not improve. Tenured teachers who are rated in the lower half of developing in two consecutive ratings periods shall be rated unsatisfactory, unless in the second year the teacher’s professional practice score is proficient or better.


39-2.3. Teacher Practice Observations .A. Formal and Informal.


1. Formal observations shall be preceded by a pre-conference. All formal observations shall be forty-five minutes in duration, the length of the class period or the length of the lesson.

2. Informal observations shall be at least fifteen minutes in duration.

B. Timing and Number.

1. The first observation shall take place no sooner than the fifth week of the school year.

2. Each subsequent observation shall be separated by at least one month, or three months for teachers evaluated biennially, and be completed no later than the thirty-fifth week of the school year.

3. Teachers who will receive a summative evaluation in school year 2012-2013 or 2013-2014 may opt to make the first formal observation in 2012-2013 a “practice” observation, whose score will not be included in the summative rating. The teacher may exercise this choice within ten days of the post-observation conference.

4. Teachers shall have four observations by qualified evaluators during their evaluation cycles, at least two of which shall be formal observations.Teachers shall have three observations by qualified evaluators during their evaluation cycles, at least two of which shall be formal observations in order to receive a summative evaluation. The same evaluator shall conduct the pre-conference, observation and post-conference for each observation. [EDITOR’S NOTE: Changes in number of observations carry forward to the rest of Article 39.]

C. Observations and Conferences.

1. Pre-observation conferences shall be scheduled with reasonable notification to the teacher.

2. Pre-observation conferences between the teacher and the evaluator shall take place no later than one week prior to the formal observation. Pre-observation conferences prior to a formal observation shall be private interactive discussions between the evaluator-observer and the teacher at which lesson and unit plans, portfolios of student work, student issues, resource needs, the teacher’s identification of areas in which he or she wishes to have focused feedback from the evaluator-observer and other professional practice issues identified by the teacher or evaluator-observer shall be discussed.


3. Evidence collected during formal or informal observations shall be aligned to the CPS Framework for Teaching.

4. Each formal observation shall take place within five school days of the pre-conference and during the time that the instructional module discussed at the pre-conference is to be taught.

5. Post-conferences between the teacher and evaluator-observer shall take place within threefive to ten school days following the formal observation and shall be private. Feedback after an informal observation may be provided in person or electronically. The teacher may request in person feedback after an informal observation.

6. The evaluator shall provide the teacher with all the evidence, observation scoring and reflections via the BOARD’S on-line teacher evaluation data system, to which the BOARD will provide teachers unlimited access.

7. The evaluator will reschedule observations if classroom activity has been disrupted at the time of the scheduled observation (e.g., when a co-teacher is absent, if the building loses electricity, when the teacher is conducting a test, etc.)

D. Summative Evaluation.

There will be only one annual or biennial summative evaluation per evaluation cycle at the end of the teacher’s evaluation cycle. The BOARD will attempt to provide summative ratings no later than the last day of student attendance, and the Joint Committee will review its progress toward that goal.

39-2.4. Inability to Rate or to Provide Rating. In the event that a tenured teacher does not receive an annual summative rating, the previous rating shall be established as the current rating. In the event a probationary appointed teacher does not receive an annual summative rating, the parties will attempt to agree on a rating or re-rating during the same year, and, if no agreement is reached, the teacher will have the option of having his or her previous rating as the current rating or receiving a Proficient rating.

39-2.4(a) Best Practices. The Joint Committee has developed a set of “best practices” around teacher evaluation, which have been published at various points in time on the CPS Knowledge Center as REACH FAQs and in the Teacher Evaluation Handbook. The best practices are guidance to teachers and evaluators on various aspects of the evaluation system. The Joint Committee will include in REACH FAQs and the Teacher Evaluation Handbook best practices on advance notice of pre-observation conferences, sharing of evidence and draft ratings before post-observation conferences, timing for finalization of ratings after post-observation conferences, a two-week time before first observations following a leave of absence etc. The REACH FAQs and Teacher Evaluation Handbook with the “best practice


guidance” shall be published annually before the start of the school year and may change from time to time during the school year as determined by the Joint Evaluation Committee. Observers shall make all reasonable efforts to abide by the best practice guidance. If a teacher rating is adversely affected by an observer’s failure to follow best practices, the observation rating shall be voided. In the case where an observation is voided and there are insufficient remaining observations to support a summative rating the teacher will be rated inability to rate in the summative evaluation.

39-2.5. Summative Ratings and Forms. On or before seven days prior to the last day of student attendance, an evaluator shall provide each teacher with all available components of their summative rating. The summative rating shall include observation scores, student growth scores if available and all other evidence used to determine the summative rating, along with the formula used to calculate the summative rating, provided that the rating shall not include scores from student surveys in school year 2012-2013 or 2013-2014 and shall only include student survey scores in school year 2014-2015 and thereafter if agreed by the Joint Committee. The Joint Committee will determine the timing of end of year (annual or biennial) summative evaluations for the 2013-2014 school year and beyond.

Summative ratings shall be based on the following scale in which points are earned in accordance with the plan.

Level Minimum Maximum

Unsatisfactory 100 209

Developing (Needs Improvement) 210 284

Proficient 285 339

Excellent 340 400

For purposes of layoff, the developing rating will be divided into two sublevels—“emerging” with a rating score of between 210 and 250 and “developing” with a rating score of between 251 and 284.

39-2.6. Professional Development. The Joint Committee shall determine the professional development needed to support teachers in becoming proficient teachers as defined in the evaluation plan.

39-3. Probationary Appointed Teachers.

Observations and Evaluation. Probationary teachers shall be observed and evaluated each school year by a qualified evaluator in accordance with the procedures of Article 39-2.3. FourA minimum of three observations shall occur each school year, at least twothree of which shall be formal.


39-4. Tenured Teachers.

Observations and Evaluation. Tenured teachers shall be observed and evaluated each school year by a qualified evaluator in accordance with the procedures of Article 39-2.3 and as follows:

A. Tenured teachers shall be evaluated annually or biennially by a qualified evaluator in accordance with the teacher evaluation plan. Tenured teachers who received a summative rating of excellent or superior for the 2011-2012 school year shall be placed on a biennial rating schedule and shall be evaluated every two years beginning with the 2013-2014 school year. In school year 2014-2015 and thereafter, tenured teachers rated excellent or proficient shall be given a summative rating on a biennial basis, and all other tenured teachers shall be rated annually. The Joint Committee shall determine the biennial cycle (e.g., alphabetically by even or odd years).

B. Observers shall observe tenured teachers on a biennial cycle a minimum of 3 times during a rating cycle (with no more than 2 observations in one year) and may conduct a 4 th observation if the observer and the teacher agree to do a 4 th observation .shall observe tenured teachers at least two times per school year, and at least one of those observations shall be formal. Tenured teachers whose last rating was not excellent or proficient (or excellent or superior under the 2011-2012 rating system) shall have four observations each school year, at least two of which are formal.

ARTICLE 39-5 – ARTICLE 39-8.E. (NO CHANGES)

39-9. Appeals Process.

For school years 2012-2013, 2013-2014 and 2014-2015, aA teacher appeals process shall be established to contest certain unsatisfactory summative ratings given by a qualified evaluator. It shall be comprised of a committee of four active or retired educators, two of whom shall be selected by agreement of the UNION President and the Chief Executive Officer, one of whom shall be selected by the UNION and one of whom shall be selected by the BOARD. All members of the committee shall be qualified evaluators. Both the BOARD and the UNION shall select qualified alternate committee members who may substitute for their regularly appointed members. Individual members of the committee must recuse themselves from cases where they have personal familiarity with the teacher appealing a summative rating and will be replaced by the same appointing entity. The Joint Committee shall develop the appeal form and other necessary procedures by December 1, 2012. The Joint Committee shall determine whether the appeals process exists after school year 2014-20152018-2019.

The following teachers will have right to appeal their ratings according to the timelines outlined in Article 39-9.A:

Teachers rated unsatisfactory Tenured teachers receiving ratings in the lower half of developing


The following teachers will have right to appeal their ratings if they are laid off out of order of seniority.

Teachers rated unsatisfactory Teachers rated developing

The time for appeal shall as set forth in Article 39-9A and shall commence when the teacher receives a notice of layoff/displacement. The notice shall advise the teacher of their right to appeal their rating.

ARTICLE 39-9.A – ARTICLE 39-9.E. (NO CHANGES)

F. After a review of the written record of the rating and any interview with the teacher and evaluator, and any observation, and following deliberation, the appeals committee may overturn the rating if three of its members conclude that the rating under review is erroneous. If the appeals committee determines by majority vote that the teacher’s appeal is to be granted, the BOARD shall revoke the summative rating under appeal and issue the teacher an appropriate summative evaluation. A different qualified evaluator shall be assigned to the teacher during the next school year who shall follow all applicable provisions of this Article. No developing rating that results from a sustained appeal of an unsatisfactory rating shall count towards the two-developing rule.

ARTICLE 39-9G – ARTICLE 40-1 (NO CHANGES)

40-2. Preference Sheets. No later than May 1 of each year, preference sheets shall be distributed to all teachers. A teacher’s preference will be honored, to the extent possible, consistent with Article 40-1 above.

[NEW] If a teacher’s course or elementary grade band assignment for the subsequent year is changed after the first day of classes, the teacher will be excused from Principal-directed preparations for the first quarter of the year to enable him/her to prepare for to deliver instruction in the new course or grade band assignment. For these purposes, “grade band” means either

o K to Grade 2 o Grades 3 to 5 or o Grades 6 to 8 .

40-3. Distribution of Tentative Teaching Program. A tentative teaching program for the next school year shall be presented to each teacher by June 1 of the current school year. Teachers will be notified of any changes to the aforementioned teaching program, in writing, as soon as possible.

[NEW] In making any assignment changes, principals shall take into account whether the teacher is a candidate for National Board Certification and whether the new assignment will negatively impact the teacher’s ability to complete the candidacy.


Absent exigent circumstances, the principal will strive to avoid any negative impact on the NBC candidacy.


44-8. Off-Street Parking. The BOARD’s objective is that bargaining unit employees should be provided with off-street parking areas for their automobiles and that this area shall, to the extent possible, be secure and adjacent to the school. In the event bargaining unit employees must park on the street in permit-only parking neighborhoods, the Board and the Union will work with the City of Chicago to issue to schools parking permit for use by member s during school hours.


44-21. Limitations on Paperwork. If the BOARD, principals or other administrators require bargaining unit employees to complete any additional paperwork on a regular basis that is not required by law, whether the work is by paper or electronic, the BOARD shall reasonably mitigate the additional paperwork increase by eliminating other clerical work or paperwork for bargaining unit employees.

The Union will identify up to 30 items of paperwork that teachers are currently mandated to complete that they believe are redundant, obsolete or better (more efficiently and effectively) accomplished by other means. The Board will discuss those items with CTU and on those paperwork requirements on which there is agreement that the items are redundant, obsolete or better accomplished by other means, the Board shall eliminate that requirement promptly.


44-25. Respectful Working Environment. The following behaviors are inconsistent with a respectful working environment and are impermissible: (a) verbal abuse, which includes, but is not limited to, obscene, threatening, humiliating or intimidating language; and (b) non-verbal abuse, which includes acts that are threatening, humiliating or intimidating. Individual, group or school-wide meetings shall not be utilized to threaten, humiliate or intimidate bargaining unit employees. Employees shall suffer no retaliation for reporting, grieving or protesting workplace bullying. The BOARD shall designate its Equal Employment Compliance Office to investigate allegations that employees, vendors or staff are creating undignified or disrespectful working environments or conditions. Such remedies and corrective actions may include, but are not limited to, reversing adverse actions, directing the training of an employee regarding proper professional conduct toward all employees and vendors, discipline and debarment to the extent permitted by law and/or other corrective actions.

EDITOR’S Note: See Side Letter concerning processing of Article 44-25 grievances.



44-27. National Board Certification. Effective Fiscal Year 2013 and each Fiscal Year thereafter, the BOARD will provide annual support to the Chicago Teachers Union Quest Center in the amount of $8,000.00 per National Board Certification candidate, with a minimum of $300,000.00, for the purposes of professional development and mentoring.Commencing July 1, 2016, the BOARD will pay the UNION up to a maximum of $750,000.00 per year, no more than $11,000.00 per candidate. The program shall be open to all BOARD teachers and counselors and shall accept candidates who were not successful during their first or second attempt at National Board Certification through the Chicago Public Schools National Board Certification candidate support program. EDITOR’S NOTE: Add FY2016 Letter Agreement re: NBCT.


44-30. Lesson Planning. The development of instructional plans, including both unit and use of lesson plans, is a professional responsibility vital to effective teaching. Principals and/or network administrators shall not require that teachers submit separate unit and lesson plans. Special Education teachers who are working in a co-teaching setting or not providing direct instruction shall supplement the general education teacher’s unit or lesson plan, and shall not be required to submit a separate unit or lesson plan. The organization, format, notation and other physical aspects of and the instructional strategies to be used for the lesson plan are within the teacher’s discretion. Principals or supervisors may require that teachers include certain categories for in instructional plans (i.e., content standards, student learning outcomes, methods of assessment, learning tasks and materials, grade ‐ appropriate levels of texts, differentiated instructional strategies that meet the needs of the individual students in the class) but may not require a particular format or organization, except when required by accrediting agencies of particular programs that schools are implementing (e.g., International Baccalaureate). Common instructional plans for courses or subjects may be developed and used by grade bands or subject departments. Teachers shall have reasonable time to submit lesson plans or supplements.certain elements for lesson plans, but may not require a particular format or organization, except as a part of a remediation program for teachers who receive unsatisfactory ratings. To accommodate teachers and PSRPs who teach multiple levels or subjects, redundancy shall be reduced to the extent possible and lesson plans may be developed by grade level or subject departments. If a teacher or PSRP uses a template produced by the BOARD or a network, area or other geographic subdivision, such template shall conform to Article 44-21 to reduce the load of paperwork.

44-[NEW]

The Board and the Union will create ad hoc professional problems committees (PPC) to address concerns within administrative units other than schools on an as needed basis and upon request of the Union. The unit PPC will be formed to share information relevant to the entire unit and to discuss and resolve unit-wide problems, including but not limited to issues of excessive paperwork. The unit chief shall be a member of an ad


hoc unit PPC. The Union shall have five members on a unit PPC. The Union shall designate a Union chair, who shall be responsible for developing agendas and communicating with the unit chief. When a unit PPC is created, the PPC shall meet monthly or more often if the Union chair and the unit chief agree until the issues that led to its creation are resolved. The unit chief may have the assistance of principals and network staff in conducting the meeting. 44-[NEW] Assessments.

_____-1. Required Assessments . No later than June 30th of each year (or as soon as practicable after ISBE has published the state assessment calendar), the Board shall publish an assessment calendar for the subsequent school year, which shall consist of assessments mandated by the district for REACH, required to meet the mandates of state or federal laws and regulations, and mandated by a program (i.e., IB or any program that requires a test for student credit or program accreditation).

____-2. Additional Assessments.

(i) Schools shall determine assessments to be administered in conjunction with the development of the School Improvement Plan for Advancing Academic Achievement (SIPAA) which is currently known as the Continuous Improvement Work Plan (CIWP). Each year in the spring, Teachers and the Principal will collaborate to develop a recommended plan for additional assessments, if any, per grade band or content area/department. Prior to voting, the CEO or designee, may review and revised the proposed assessments plan, which shall be presented to and discussed with the school faculty. Teachers and the principal will then vote on the adoption of the plan, which shall be adopted by majority vote. If the plan is not adopted, and the faculty and/or the CEO or designee cannot agree on an alternative plan, the Union or the network chief CEO or designee may submit the matter for resolution at strategic bargaining. The assessment decision will be included in the school’s PD plan and reviewed by the district.

___-3. The District shall provide a way that staff can submit any issues and/or concerns (e.g. dedicated assessment email box) to Central Office in a confidential manner. CPS and CTU will meet quarterly to review their concerns and/or issues that are submitted.

44-[NEW]. Grading Practices.

____-1. Teachers Grading Responsibilities. Teachers are responsible for regularly assessing student progress, notifying students and parents of student progress and for determining students’ grades in the subject area or activity for which the teacher is responsible. Teachers shall exercise their independent professional judgment in developing their grading practices. They shall determine the number, type, weighting and


frequency of student assignments and tests or other assessments that are used to determine individual course grades. In making that determination, Teachers shall follow the grading guidelines established in ___-2 and district grading policies on grade changes, grade point averages and grade band values in accordance with Article ___-2, Teachers’ grading practices must be published at the beginning of the course and must be clear to students, parents, administration and staff.

____-2. Grading Practice Guidelines. No later than _____________, CPS and CTU shall form a joint task force of 10 educators (five appointed by CPS and five appointed by CTU) to develop CPS professional standards and guidelines for teacher grading practices, e.g., recommended frequency and sequencing of assessment, number of assessments per quarter etc. These grading practice guidelines shall require a coherent approach to grading practices within schools, grade bands and content teams, the use of CPS electronic parent portal “Gradebook” or other electronic system for housing student grades and notifying students and parents of assignments, assessment and grades. The taskforce shall develop the guidelines by consensus to the extent possible and, where not possible, by majority vote of the taskforce members. The taskforce shall issue guidelines as soon as practicable, but in no event later than July 15, 2016, which principals, evaluators and network administrators shall use to guide and assess teachers’ grading practices.

44-[NEW] Subcontracting of Certified Nursing Services. In the event that the BOARD decides to contract for certified nursing services, the BOARD shall meet and confer with the UNION prior to contracting to discuss whether there are alternatives to contracting. If the BOARD contracts, it will bargain with the UNION over the impacts and effects of the contract on the bargaining unit.

44-[NEW] Records time . At the end of each semester, teachers shall be provided a sufficient amount of nonteaching time during the school day to complete cumulative record cards, registration cards, emergency information cards and transfer records for students.


45-4.3. Student Discipline, Truancy and School Safety. A standing Student Discipline, Truancy and School Safety Committee is established to study and make recommendations with respect to student discipline, truancy and school safety issues. The BOARD will receive recommendations from the Student Discipline, Truancy and School Safety Committee to improve the culture and climate of the schools in order to implement the BOARD’s commitment to Restorative Justice practices, Social Emotional Learning, Safety, Security and fidelity in student attendance reporting.

ARTICLE 45-4.4. – ARTICLE 45-4.10. (NO CHANGES)


45-4.11. Budget. A standing Budget Committee is established to share information, study and make recommendations with respect to the BOARD's budget and fiscal condition. The parties shall establish an Advisory Committee on Budget, consisting of two (2) elected representatives of the Chicago Teachers Union, two (2) members of the Chicago Board of Education, and the Chief Financial Officer of the Chicago Board of Education (or the equivalent position), whose purpose is to conduct monthly meetings upon the request of either party for the purpose of making a recommendation to the BOARD for its annual budget. The committee shall be allowed access to all relevant information pertaining to the BOARD’s budget, and its meetings may include invited guests as agreed by the committee.

ARTICL 45-4.12 – ARTICLE 48-2 (NO CHANGES)

ARTICLE 49CONCLUSION

49-1. Duration. This Agreement shall commence on July 1, 20152 and expire on June 30, 20195. If the BOARD determines that it has sufficient funds to grant the bargaining unit a minimum of a three percent increase in wages and salary for Fiscal Year 2016, the BOARD may, up to April 30, 2015, offer to extend the Agreement for one year to June 30, 2016. The UNION shall have thirty days to accept or reject the offer, and no further notice obligation for bargaining or contract termination shall be required.


49-3. Complete Agreement. Neither the BOARD and its representatives nor the UNION and the members of the bargaining unit shall take any action violative of or inconsistent with any provision of this Agreement. The parties agree that, if either has made a proposal not included herein, such proposal has been withdrawn in consideration of the making of this Agreement. All terms and conditions of employment for future years, including without limitation, salaries, benefits and pension pick up, are the subject of negotiation for those years.

[REMAINDER OF THIS PAGE INTENTIONALLY LEFT BLANK]


IN WITNESS WHEREOF, the parties have caused these presents to be signed and sealed by their presidents and attested by their secretaries,

BOARD OF EDUCATION OF THE CITY OFCHICAGO,A body politic and corporate,

By:_____________________________ David J. VitaleFrank M, Clark,

President

Attest:

_______________________Secretary

CHICAGO TEACHERS UNION, LOCAL NO. 1, AMERICAN FEDERATION OF TEACHERS, AFL-CIO, a voluntary organization and unincorporated association,

By:_____________________________Karen GJ Lewis, President

Attest:

_______________________Secretary


APPENDIX ASALARY SCHEDULES AND OTHER COMPENSATION

To Be Reviewed Separately

APPENDIX A [NEW]. THE PARTIES WILL MEET TO DEVELOP A FULL DESCRIPTION OF STEP AND LANE ADVANCEMENT TO BE ADDED TO THE

AGREEMENT.


APPENDIX BCONTRIBUTIONS TO HEALTH CARE PLANS

EDITOR’S Note: See separate healthcare spreadsheet. Spreadsheet needs to be formatted to fit .doc here.

Employee Contributions. Subject to subparagraph c, contributions shall per the Attachment A effective January 1, 2017 and shall increase per the attached on January 1, 2019 (0.8 percent of salary).

LMCC program. The LMCC shall meet to discuss alternatives to the contribution increase through savings, and if any savings are achieved, the 0.8 percent contribution increase will be offset to the same extent.

Wellness premium differential. The Wellness program differential shall be eliminated effective January 1, 2017.

Effective July 1, 2012HMOs* PPOs*

Lower CostHMO

Higher CostHMO

PPOw/ HRA

Lower CostPPO

Higher CostPPO

Single 1.3% 2.0% 1.3% 2.0% 2.2%Couple 1.5% 2.2% 1.5% 2.2% 2.5%Family 1.8% 2.5% 1.8% 2.5% 2.8%

*All percentages are percent of base salary.

Effective January 1, 2017

HMO PPO HASSingle 2.0% 2.2% 0.65%Employee +1 2.2% 2.5% 1.25%Family 2.5% 2.8% 1.90%

*All percentages are percent of base salary.

Effective January 1, 2019 (subject to the LMCC program proviso below)*

HMO PPO HSASingle 2.10% 3.0% 0.00%Employee +1 2.28% 3.25% 1.00%Family 2.50% 3.5% 2.0%

*LMCC program proviso. The LMCC shall meet to discuss alternatives to the January 1, 2019 contribution increase (which equals an 0.8 percent) through savings, and if any savings are achieved, the 0.8 percent contribution increase will be offset to the same extent.


APPENDIX C (NO CHANGES)

APPENDIX DBARGAINING UNIT POSITIONS

TEACHERS PARAPROFESSIONAL AND SCHOOL-RELATED PERSONNEL

Early Childhood TeachersElementary School TeacherMiddle School TeacherHigh School TeacherTemporarily Assigned TeacherCadre SubstituteDay-to-Day SubstituteCity-Wide Non-School-Based Teacher CoachTeacher LeaderProfessional Development TeacherPart-Time TeacherCounselorLibrarianSchool NurseSchool PsychologistSchool Social WorkerSpeech PathologistPhysical TherapistOccupational TherapistPlayground Teacher*Stadium Director*Itinerant Teachers of the Deaf and Hard of HearingAssistive Technology ItinerantsAugmentative Communication ItinerantsEarly Childhood Special Education ItinerantsHospital TeachersItinerant Teachers of the Visually ImpairedOrientation/Mobility Specialists

Audio-Visual TechnicianAudiometric and Vision Screening TechnicianCommunity Relations Representative I, IIComputer TechnicianEducational Sign Language Interpreter I, II, IIIGuidance Counselor AssistantHealth Service NurseHead Start Educational Resource AssistantHead Start Health Resource AssistantHead Start Parent Resource AssistantHead Start Social Service Resource AssistantHospital Licensed Practical NurseInstructor Assistant I, IIInterpreter ClerkOccupational Therapist AssistantParent AdvocateParent Advocate–BilingualSchool AssistantSchool Assistant–BilingualSchool Assistant–Bilingual–SpanishSchool Assistant IISchool Assistant II–BilingualSchool Assistant II–Bilingual–SpanishSchool Clerk AssistantSchool Clerk ISchool Clerk I–Bilingual–SpanishSchool Community RepresentativeSchool Library AssistantSchool Library Assistant IISchool Social Service AssistantSpecial Education Support ClerkSpeech/Language Pathology ParaeducatorSpeech/Language Pathology Paraeducator–BilingualStudent Special Needs Program AssistantStudent Special Services AdvocateTeacher AssistantTeacher Assistant–Montessori ProgramTeacher Assistant IITeacher Assistant II–Montessori ProgramTechnology Coordinator I, II, IIITruant Officer*

Appendix D also includes any other employee category or position inadvertently omitted from Appendix D yet historically represented by the UNION.


*Positions Not Currently Funded.


APPENDIX EHEALTH CARE AND RELATED BENEFITS

I. MEDICAL BENEFIT

[A.] HEALTH CARE PLAN DESIGN EFFECTIVE 1/1/2013Plan Design. Effective January 1, 2017, the Board shall implement plan design changes to its health care program as per the January 29 th offer, including implementation of option 4 on formulary and the reduction to three healthcare plans (HMO based on low-cost model from prior agreement; PPO based on high-cost model from prior agreement; and HSA).

EDITOR’S Note: See separate healthcare spreadsheet with agreed changes. Spreadsheet needs to be formatted to fit .doc here.

Benefit Highlights(for eligible expenses)

Lower Cost HMO

Higher Cost HMO

Lower Cost PPO with HRA Lower Cost PPO Higher Cost PPO

In-Network Out-of-Network

In-Network

Out-of-Network


Health Reimbursement Account

(employer paid)(not applied towards

deductible nor out-of-pocket maximum)

n/a n/a $500 employee

only

$1,000 employee

plus one and employee plus family

$500 employee

only

$1,000 employee

plus one and employee plus family

n/a n/a n/a n/a

Annual Deductible

(not applicable to services with co-pays)

none none $1,000 per person after

HRA is exhausted

$2,000 per family after

HRA is exhausted

$2,000 per person after

HRA is exhausted

$4,000 per family after

HRA is exhausted

none $600 per person

$1,200 per family

$400 per person

$1,200 per family

$800 per person

$2,400 per family

Out-of-Pocket Maximum

(including deductible)

n/a n/a $2,250 per person

$4,500 per family

$11,500 per person

$34,000 per family

$2,000 per

person

$4,000 per family

none $2,400 per person

$4,800 per family

none

Lifetime Maximum Coverage

Unlimited



Lower Cost HMO

Higher Cost HMO



In-Network

Out-of-Network


Care in Physician’s Office

(general doctor office visits such as x-rays, allergy shots

and chemotherapy)

100% after $30

co-pay per visit

100% after $30co-pay

per visit

80% after deductible


100% after $15

co-pay per visit


100% after $25 co-pay

per visit


Preventive

(preventive screening)(routine physical check-ups for

adults and children, mammograms, PSA, pap smears, HPV screenings,

physicals and immunizations)

100% (no co-pay)

(no deductibl

e)

100% (no co-pay) (no

deductible)

100% (no co-pay) (no

deductible)


100% (no co-pay)

(no deductibl

e)


100% (no co-pay) (no deductible)




Lower Cost HMO

Higher Cost HMO



In-Network

Out-of-Network


RE-CERTIFICATION

THROUGH VENDOR

SELECTED BY THE BOARD

HMO participants are not required to obtain pre-

certification through vendor selected by the

Board. Referrals are handled by participants’ primary care physicians.

If a PPO participant fails to obtain pre-certification as required or fails to follow vendor’s recommendations, the participant will be responsible for 50% of the eligible charges

capped at $1,000 per individual/per event/per confinement in addition to any co-insurance. Also, benefits can be further reduced if it is determined that the treatment or

admission is not medically necessary.

INPATIENT HOSPITAL SERVICES

HOSPITAL (SEMI-PRIVATE)

ROOM AND BOARD

100% after

$200co-pay per

admission


per admission



80% 50% after deductible



DOCTOR’S VISITS

(INCLUDING SPECIALISTS, X-

RAYS, LABS, DRUGS,

SURGEON’S FEES AND

ANESTHESIOLOGISTS)

covered in full

covered in full






OUTPATIENT HOSPITAL CARE

(INCLUDING SURGERY)

covered in full after $175 co-pay per

visit

covered in full after

$175 co-pay per visit






MATERNITY

Prenatal/Postnatal 100% after $30

co-pay per visit


per visit



100% after $15

co-pay per visit



per visit




Lower Cost HMO

Higher Cost HMO



In-Network

Out-of-Network


Hospital Coverage

(mother and newborn)

100% after $200

co-pay per

admission


per admission






Covered Emergency Care

Emergency Care

(if emergency)

100% after $125

co-pay per visit


per visit


per visit


per visit

100% after

$125co-pay per

visit

100% after $125 co-pay per

visit


visit


visit

Ambulance

(if emergency)

100% 100% 100% after deductible

100% after deductible. Additional

out of network

costs may apply

100% 100% after deductible. Additional

out of network

costs may apply


100% after deductible. Additional

out of network

costs may apply

Mental Health and Substance

Abuse

Inpatient 100% after $200

co-pay per

admission


per admission






Outpatient 100% after $20

co-pay per visit


per visit






Basic Vision Plan

*Employees have the option of purchasing additional coverage

by enrolling in the Enhanced Vision Plan, which is described

in paragraph (B)(3) below.

annual eye exam through network provider covered at 100% after $15

co-pay

discounts on

eyewear and

supplies

annual eye exam

through network provider

covered at 100% after $15 co-pay

discounts on eyewear and

supplies

annual eye exam




supplies

annual eye exam




supplies

annual eye exam through network provider covered at 100% after $15

co-pay

discounts on

eyewear and

supplies

annual eye exam



discounts on eyewear

and supplies

annual eye exam




and supplies

annual eye exam




and supplies



Lower Cost HMO

Higher Cost HMO



In-Network

Out-of-Network


Therapy

(physical, occupational and speech therapy for restoration

of function)(services for acquisition of

function not covered)(limited to 60 visits per

calendar year per therapy)

100% for the

number of visits

which, in the

judgment of the

attending or

consulting physicians

, are sufficient

for significant improvem

ent

100% for the number of

visits which, in the

judgment of the

attending or consulting physicians,

are sufficient for

significant improvemen

t



100% after $15

co-pay per visit



per visit


Chiropractic Care (unlimited visits if medically necessary)

100% after $30

co-pay per visit


per visit






Care in Skilled Nursing Facility

(non-custodial)(up to 120 days per year if

medically necessary)






Prosthetic Devices and Medical Equipment








Lower Cost HMO

Higher Cost HMO



In-Network

Out-of-Network


Prescription Drugs (preferred drug list)

(retail is for up to 30-day supply)

(mail is for up to 90-day supply)

(maintenance drugs: five maximum at retail and then must use mail to avoid 40%

penalty)

*Your cost will be the co-pay or the price of the

prescription, whichever is less.

*Drug prescriptions filled without presenting a card will

result in a 40% penalty.

Retail (co-pay per prescription) in retail pharmacy network

Generic-$10Preferred Brand-$25

Brand-$40

Mail (co-pay per prescription)Generic-$15

Preferred Brand-$40Brand-$60

Retail purchases out of retail pharmacy network:

Generic: 60% of the cost of a covered prescription for generic

Brand: 60% of the cost of a covered prescription for brand drugs, up to 60% of the cost of an equivalent generic drug if an equivalent generic is available

NOTE: This comparison chart is a brief description of CPS’s Plan as of January 1, 2013 and is not meant to interpret, extend or change the provisions of the Plan. The Plan document shall govern if there is a discrepancy between this document and the

actual provisions of the Plan.


APPENDIX EEMPLOYER CONTRIBUTION NEW H.S.A.*

HMO PPO H.S.A.

Single Employee+1* Family

NA NA 600 $1,500 $2,000

*Employer contributions to H.S.A. are not forfeited. Employee has option of making pre-tax contibutions up to certain limits determined by IRS, which are currently $3,350 for single plans and $6,750 for family plan.

HEALTHCARE DEDUCTIBLESIn NetworkSingle/+1/FamilyOut of NetworkSingle/+1/Family

None $600/$1,800/$1,800 $1,200/$3,600/$3,600

$2,000/$4,000 /$4,000 $4,000/$8,000/$8,000

ANNUAL OUT OF POCKET MAX *

In Network Annual Out of Ntwk Ann $1,500/$3,000/$3,000

$2,700/$5,200/$5,200 $5,400/$10,800/$10,80

0

$4,000/$8,000/$8,000**

$8,000/$16,000/$16,000**

*NB: Out of pocket maxmiums include medical co-pays but exclude any payment for drugs, vision, prosthetics or DME.**HSAs annual out of pocket maximum are established by regulation and may vary year to year.

LIFE TIME MAXIMUM COVERAGE LIMITS

In Network Out of Ntwk None None None

CO-PAYS AND CO-INSURANCEPhysician's Office (Condition-related visits)*

100% $30 Reg, $45 Splst

$30 Urgent

In: 80%/$25, $40, $25 Out: 50%/$25, $40, $25

In: 80% aft. ded.Out: 50% aft. ded.

*Current CBA has several Physician visits described. These are for visits that are other than preventive i.e., when a member is unwell or seeking condition-related care.


Preventive (Well visits for physicals and screenings including Mammograms, PSA etc.)100%

No co-pay100%

No co-pay100%

No co-payProcedure, Therapy and Surgical Pre-Certification Requirements

Generally no pre-cert ; referral by primary but determined by

vendor.

Required pre-cert; failure results in 50%

additional co-insurance up to $1,000 or

coverage denial of unnecessary procedures

Required pre-cert; failure results in 50%

additional co-insurance up to

$1,000 or coverage denial of unnecessary

proceduresIn-Patient Hospital

100% $275 co-pay

In: $100 co-pay and 80% aft. ded.

Out: $100 co-pay and 50% aft. ded.

In: 80% aft. ded. Out: 50% aft. ded.

In-Patient Doctor Visits

Included in in-patient Included in In-patient Included in In-patient

Hospital Out-patient

100% aft. $225 co-pay In: 80% aft. ded. Out: 50% aft. ded.


Maternity Doctor Visits (OB-GYN) Sames as Specialist Dr. Visits Pre-natal/Post-natal

Proposed 100%/$45 co-pay In: 100%/$40 co-pay Out: 50% aft. Ded.


Maternity - In-Hospital (Same as In-patient Cost Share)

Proposed 100% $275 co-pay



Emergency Room

Proposed 100%/$200 co-pay 100%/$200 co-pay In: 80% aft. ded. Out: 50% aft. ded.

AmbulanceProposed 100% 100% aft. Ded. 100% aft. DedMntal Health/Subst Abuse In-patient Out-patient

Proposed 100%/$200 co-pay 100%/$45 co-pay



Vision


Proposed 100%/$15 co-pay + discounts for eye glasses and contact lensesOT/PT

Proposed100% for visits per Dr. Judgment plus $45 pv co-pay. Up to 60 visits

In: 100%/$45 co-pay up to 60 v

Out: 50% after Ded up to 60 v

In: 100%/$45 co-pay up to 60 v

Out: 50% after Ded up to 60 v

*60 visit cap is per calendar yearChiropractic (Same as Specialty Dr. Visit, condition-related)

Proposed 100%/$45 co-pay

In: 80% aft. Ded/$40 co-pay up to 30 visitsOut: 50% aft. ded. Up to 30 visits

In: 80% aft. ded. Up to 30 visitsOut: 50% aft. ded. Up to 30 visits

*30 visit cap is per calendar yearSkilled Nursing Facility (In-patient/non-custodial)

Proposed NA In: 80% aft. ded. Out: 50% aft. ded.


*NB: There is a 60 calendar day limit on skilled nursing facilities.

Coordinated Home Care

Proposed 100% no co-pay NA NA

Prosthectic/Equipment

Proposed 100%In: 80% aft. ded.

Out: 50% aft. ded.In: 80% aft. ded.

Out: 50% aft. ded.

Rx

Proposed

In: Advance formulary program (generic required except where medically necessary)

After $75 separate Rx deductible is satisfied member pays:

Retail: $10 generic/$40 brand formulary/$55 Brand Non-formular/ $95 specialty

*Mail order (Generally 90-day Supply): $20 generic/$90 brand formulary/$120 brand non-formula/$200

specialtyOut: 60% after $100

In: 80% Out: 50%

*CVS currently offers 90-day RX fills in pharmacy at mail order rates. CPS will continue to encourage that at CVS and other pharmacies.


APPENDIX E - INSURANCE BENEFITS – OTHER; BENEFIT INFORMATION; DENTAL BENEFIT; FLEXIBLE SPENDING ACCOUNTS (NO CHANGES IN INSURANCE BENEFITS OR DENTAL, LIFE AND PERSONAL ACCIDENT INSURANCE, AND SAVINGS AND RETIREMENT PROGRAM (NO CHANGES)


APPENDIX F [RESERVED] – APPENDIX G FMLA (NO CHANGES)


APPENDIX HLAYOFF OF TEACHERS

Layoff of Teachers. Appendix H of the collective bargaining agreement shall be amended as follows: Notwithstanding any provision to the contrary in this Agreement, all tenured teachers, except those whose last summative rating was unsatisfactory, upon layoff for any reason on or after the end of the last school year shall be placed into a temporary vacancy that exists on the 20th day for a period of ten school months without loss of salary or benefits. If no vacancy exists for which a teacher is qualified, the teacher shall be placed into the Reassigned Teacher Pool for ten (10) school months.

APPENDIX H Section 1 Definitions; Section 2 Scope and Policy, Section 3 Order of Teacher Layoff; Section 4 Notice of Position Closing and Section 5A 1-6 Tenured Teachers’ Benefits Upon Layoff (NO CHANGES)

Section 5 –Tenured Teachers’ Benefits Upon Layoff

B. Tenured Teachers Laid Off Due to School Actions.

Tenured teachers laid off due to school actions shall receive the following benefits:

1. Transfer to receiving schools in school closings and consolidations . Tenured teachers whose most recent rating is in the top two rating categories (i.e., excellent or superior and excellent or proficient) shall be appointed to a vacancy at a school to which students from their school have been assigned to the extent that a vacancy within the teacher’s certification has been created as a result of or in connection with the transfer of students. If more than one teacher is eligible for appointment to the same vacancy, selection for the vacancy shall be based on seniority.

2. Assignment to the reassigned teacher pool or Cadre. Tenured teachers laid off due to school closings and school consolidations who are not appointed to a vacancy at the school receiving their students and tenured teachers laid off due to turnarounds, reconstitutions and phase-outs shall be assigned to the reassigned teacher pool for a period of five school months, during which time they shall be assigned as a substitute teacher with full pay and benefits. At the end of five school months, if a tenured teacher has not been appointed to a teaching position, he or she shall be assigned to the Cadre for a period of five school months with the Cadre pay and benefits. At the end of five months in the Cadre, if the tenured teacher has not been appointed to a permanent position, the tenured teacher shall be laid off and separated from employment with the BOARD.

3. Alternative severance benefit. A tenured teacher who has been laid off due to school actions shall be offered the opportunity to resign and receive three months of pay.


C. Tenured Teachers Laid Off Based on Economic Actions (Exclusive of School Actions and Other Actions).

Tenured teachers who are laid off for economic reasons shall be offered placement as a day to day substitute teacher.

D. Tenured Teachers Laid Of for Reasons Other Than Economic Actions and School Actions.

1. Assignment to the Cadre. Tenured teachers laid off for all other reasons shall be assigned to the Cadre for ten school months. At the end of ten school months, if a tenured teacher has not been appointed to a teaching position, the tenured teacher shall be laid off and separated from employment with the BOARD.

2. Recall to unit. A tenured teacher who has been laid off from a school or unit shall be entitled to recall to the same school or unit from which he or she had been laid off for a period of ten school months from the date of layoff, provided that a vacancy within his or her certification is created at the school or unit and that the teacher has been rated proficient or better. Tenured teachers shall be recalled in inverse order of layoff.

Section 6 Probationary Teachers’ Benefits Upon Layoff and; Section 7 Eligibility to Apply to Other Positions and Section 8 Reappointment with Tenure (NO CHANGES)

APPENDIX ILAYOFF, INTERIM ASSIGNMENT AND REAPPOINTMENT OF PSRPS

Layoff of PSRPs. Appendix I of the collective bargaining agreement pertaining to interim assignments shall be amended to allow that PSRPs rated developing or better shall be placed in positions for which they qualify that are vacant on the 20 th day until the end of the semester.

The BOARD’s Layoff, Interim Assignment and Reappointment of Educational Support Personnel (“ESP”) Policy incorporated herein and reads in pertinent part as follows:

I. LAYOFF, RE-STAFFING, AND REAPPOINTMENT OF BARGAINING UNIT ESP. The provisions of Section I of this policy govern the CEO’s or designee’s decisions to layoff BOARD employees in educational support personnel classifications or job titles in bargaining units certified for the purposes of collective bargaining (“bargaining unit ESP employees” or “bargaining unit PSRP employees”).

A. Reasons for Reductions in Force of Bargaining Unit ESP Employees: The Chief Executive Officer (CEO) or designee may conduct reductions in force, layoff or dismiss bargaining unit ESP employees for the following reasons:

(1) lack of work or funds, (2) decline in student enrollment,


(3) change in subject requirements, (4) closing of an attendance center, department or unit, (5) privatization contracts with third parties, (6) abolition of positions because of changes in duties associated with them, (7) change in organizational structure,(8) reconstitution of attendance centers pursuant to Section 34-8.3 of the

Illinois School Code, (9) intervention in an attendance center under Section 34-8.4 of the Illinois

School Code, or(10) any other reason, which in the exercise of the CEO or designee’s

discretion, make a reduction in force necessary or prudent.

B. Notice of Layoff. When the CEO or designee decides to conduct a reduction in the work force which results in the layoff of bargaining unit ESP employees, the CEO or designee will give fourteen (14) calendar days advance written notice to affected bargaining unit ESP employees or, if notice is given during the bargaining unit ESP employees’ regular work year, fourteen (14) calendar days pay in lieu of advance notice. The CEO or designee will enclose with the notice of layoff: 1) a list of ESP vacancies then existing; 2) instructions about how to learn about future ESP vacancies; 3) instructions on how to apply for bargaining unit vacancies posted on the Human Resources Department’s on-line job bulletin in accordance with Section I.E.1 of this policy; and 4) instructions on how to change address and contact information with the Talent Office.

C. Criteria for Determining Bargaining Unit ESP Employees to Be Laid Off.

The school principal or unit head shall determine the number of positions and which classification(s) within the unit shall be affected. Employees within those classifications will be laid off in the following order:

1. Employees who do not possess the highly qualified status or who do not hold necessary certifications or other qualifications;

2. Employees rated unsatisfactory (i.e., below 1.9 points on current system ) in their most recent performance rating.

3. Employees rated developing (i.e., 2.0-2.6 points on the current evaluation system ) in their most recent performance rating.

4. All other employees by seniority.

Except in cases where an attendance center or unit is closed under the BOARD’s Closing of Schools Policy, reconstituted or closed pursuant to Section 34-8.3 of the Illinois School Code or subject to intervention pursuant to Section 34-8.4 of the Illinois


School Code, the CEO or designee will consider one or more of the following factors in determining which employees shall be laid off:

(1) job classification,

(2) department or attendance center where assigned,

(3) seniority,

(4) recent performance ratings or evaluations, certifications or other

qualifications,

(5) where applicable, whether the employee is highly qualified under the No Child Left Behind Act and applicable BOARD policies, and state and federal regulations, and/or

(6) any other factors related to job performance.

The weight to be accorded to each factor considered shall be left to the CEO’s or designee’s discretion.

For the purposes of this policy only, “seniority” with regard to layoff and reappointment shall mean the length of full-time accumulated service in any career service/ESP position, with such seniority accruing from the date of initial appointment to a career service/ESP position with the BOARD. This definition of “seniority” shall apply only to those ESP employees who are represented by a bargaining unit at the time of their layoff.

D. Re-staffing of a Bargaining Unit ESP Position in the Laid Off ESP Employee’s Classification or Job Title at the School or Unit During the 10 school months2 Years following Layoff of Bargaining Unit ESP Employees. This recall provision shall apply to PSRPs laid off on or after February 1, 2014. Except as provided in Section I.F of this policy (concerning layoffs under the BOARD’s Closing of Schools Policy or Sections 34-8.3 or 34-8.4 of the Illinois School Code), and excluding employees whose last rating was better than unsatisfactory, if a school or unit opens a bargaining unit position in the same job title from which one or more ESP employees at that school or unit was laid off within tentwo (210) school monthsyears of the effective date of the affected laid off bargaining unit ESP employee(s)’ layoff(s), the CEO or designee shall offer to re-staff laid off bargaining unit ESP employees to the position in order of seniority, provided that the laid off bargaining unit ESP employee meets all of the qualifications for the position, including, where applicable, being highly qualified for the position in accordance with applicable BOARD policies and state and federal rules and regulations. The CEO or designee shall make the offer to re-staff to an eligible laid off bargaining unit ESP irrespective of whether or not a laid off


bargaining unit ESP has accepted an interim assignment under the provisions of Section I.E of this Policy or a permanent appointment in another position or at another school. A laid off bargaining unit ESP employee offered re-staffing under this provision must demonstrate highly qualified status for the position to the Talent Office in accordance with existing staffing procedures. Failure to do so will result in revocation of the offer to re-staff.

In the case of a school closing or consolidation, teacher assistants rated proficient or better who are assigned to provide services to a student under an IEP who is transferred shall be transferred with the student to the receiving school or other school that the student chooses.

In the case of school closings or consolidations, PSRPs rated proficient or better shall be transferred to the receiving school to the extent that vacancies are opened in their titles at the receiving school as a result of the receipt of students.

APPENDIX I.(E) – IV (NO CHANGES)

SIDE LETTERS

SIDE LETTER ON HEALTH CARE

Effective January 1, 2017, the Board will implement the plan design changes it proposed on January 27, 2016 (attached hereto), which are projected to achieve significant annual savings over FY16. However, if, by April 15, 2016, the LMCC Trustees agree on an alternative plan design and cost-saving initiatives that will achieve at least the same significant annual cost savings over FY16 which shall be passed on to employees in reduced co-pays, coinsurance and deductibles. The Board will implement the alternative plan design and cost savings initiatives effective January 1, 2017. The alternative plan may include, among other things, changes in the Board’s January 27, 2016 plan design changes and other cost saving initiatives.

SIDE LETTER WITH RESPECT TO ACCRETED TITLES

During the fall 2015, the Illinois Educational Labor Relations Board issued a certification order adding the following titles to the Chicago Teachers Union bargaining unit:- Instructional Support Leader- College and Career Coach- CTE College and Career Coordinator- Youth Intervention Specialist, and- Attendance and Truancy Specialist

The parties have concluded bargaining for a successor collective bargaining agreement. However, the Union has not made formal proposals with respect to the terms and conditions of employment of the accreted titles. The parties agree to continue bargaining with respect to those titles during the next several months and to amend the


successor agreement to incorporate those terms and conditions of employment. No rights or privileges established in the parties’ successor labor agreement shall be reduced or abridged by virtue of the parties’ amendment concerning the accreted titles.

SIDE LETTER ON CHARTERS There will be a net zero increase in the number of Board authorized charter schools over the term of this agreement and the total number of students enrolled by the end of school year 2018-2019 will not exceed 101% of the total student enrollment capacity as of school year 2015-2016.

SIDE LETTER ON PROGRESSIVE REVENUE AND ILLINOIS CHARTER COMMISSION

The Board and the Union shall collaborate to support mutually agreeable legislation that calls for a sustainable state tax that is levied on a progressive basis. The Board and Union will also collaborate to support mutually agreeable legislation to revise or alter the Illinois Charter Commission.

SIDE LETTER ON DEFERRED PAY

CPS will advise bargaining unit members of the process by which they can initiate voluntary deductions to simulate deferred pay.

SIDE LETTER ON AIR CONDITIONING

The Board will have air conditioning in all classrooms in use by the end of the school year 2018-19.

SIDE LETTER ON DEDICATED PENSION LEVY

As soon as practicable after the ratification of this collective bargaining agreement, the Board and CTU will jointly petition the Illinois General Assembly, its leadership and the Governor of the State of Illinois to enact legislation that enables the Board to levy a property tax for the exclusive benefit of the Public School Teachers Pension and Retirement Fund of Chicago also known as the Chicago Teachers Pension Fund, which property tax shall:

(1) be independent of the Board’s general education tax levy;(2) not be factored into the Board’s ability to increase property taxes under

the Property Tax Extension Limitation Law (PTELL); (3) offset on a dollar for dollar basis the Board’s liability for annual payments

toward a “deficiency in Fund” as defined by and determined under 40 ILCS 5/17-129; and,

(4) not be considered “available local resources” under 105 ILCS 5/18.05 for purposes of General State Aid allocation to the Board.


SIDE LETTER ON DISMISSAL OF LITIGATION

The Board and Union have each initiated litigation in the form of grievances, unfair labor practice charges or demands for mediation and/or arbitration including but not limited to the following:

2016-CA-0036-C in which the Union alleges that the Board illegally refused to pay lane and steps in fiscal year 2016 and that the Board illegally refused to proceed to fact-finding;2016-CB-0008-C in which the Board alleges that the Union conducted a strike vote in a manner that violated the IELRA; and, 2016-CB-0009-C in which the Board alleges that the Union engaged in bad faith bargaining and illegally refused to follow statutory impasse procedures.

The Union and the Board shall withdraw all grievances, demands for arbitration, unfair labor practice charges or other claims arising out of or in connection with the facts that gave rise to the foregoing litigation or arising out of or in connection with their conduct during bargaining for these tentative agreements.

Withdrawal of Unfair Labor Practice Charges. The Union and the Board withdraw all pending unfair labor practice charges against the other, relating to the negotiation of this Agreement, strikes, strike votes, internal Union discipline, and post-expiration unilateral changes. This withdrawal does not apply to pending Union charges concerning the treatment of individual teachers.

SIDE LETTER ON SCHOOL CLOSINGS

The BOARD shall not close any schools for under-enrollment, except during the last two years of this agreement, and where the school cannot satisfy graduation requirements for students. In this event, CPS shall initiate a community stakeholder process for addressing extreme under-enrollment in which the BOARD shall meet regularly with the school administration, parents, faculty and staff, the Local School Council, the school PPC, and local community organizations, and the BOARD shall promulgate a plan to address under-enrollment, which may include alternatives to closure. If the plan calls for the school to be closed, the plan shall be presented to the public no later than the month of December preceding the planned closing.

SIDE LETTER ON RETROACTIVITY

The provisions of this agreement are not retroactive unless a provision specifically states that it will be applied retroactively.

SIDE LETTER on Special Education


Board will work with Joint Special Education Committee to draft communication regarding the 10-day draft IEP best practice.

JS:oteg/743/yv

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